People management certainly isn\u2019t a science, but that doesn\u2019t mean that HR professionals can\u2019t learn a thing or two from the scientific process to make their own processes more appealing to employees\u2014which can, ultimately, benefit the business\u2019 bottom line.<\/p>\n
The HR function has a range of touchpoints with candidates and employees: recruiting, onboarding, benefits enrollment\u2014not to mention the work people leaders are tasked with around promoting inclusion and building company culture. Much of those efforts come down to communication with employees\u2014and that\u2019s where A\/B testing can come in.<\/p>\n
A\/B testing is an experimental approach common in the world of marketing\u2014but with plenty of relevance in everything from hiring to retention. An A\/B test simply involves trying two different approaches to the same problem with randomly selected audiences. It puts those behind the test in the driver\u2019s seat so, instead of guessing which strategy or initiative may be most successful with their target audience, they get to see the results in action. And it\u2019s important that those who are on the receiving end of the tests are randomly selected\u2014to ensure the results can be scalable to the entire population you\u2019re testing.<\/p>\n
Digital marketers love A\/B testing\u2014for website optimization, for instance\u2014but people professionals can find the strategy just as informative.<\/p>\n
For example, as employee experience becomes even more top of mind for business leaders, HR can A\/B test different approaches to gauging EX: a pulse survey with just 1-3 questions to one randomly selected group of employees and a more in-depth questionnaire to another. When it comes to benefits, this strategic approach can help the benefits team design a portfolio that really resonates with the workforce\u2014by presenting information in slightly different ways to measure the response. And as more organizations rely on technology to power their employee experience, conducting an A\/B test before any new solution rollout can help HR and tech leaders implement the tech in a way that optimizes adoption.<\/p>\n
<\/p>\n
There are a lot of variables that can make (or break) an HR project\u2014and people leaders aren\u2019t going to be able to completely evaluate every single one before making decisions. However, with an A\/B testing approach, they can ensure there is real effort to allow employee feedback to drive decisions and can mitigate any inherent biases that could be influencing decision-makers. Ultimately, that strategy creates a more equitable, inclusive and proactive people function\u2014which can give companies the edge they need in today\u2019s hyper-competitive talent landscape.<\/p>\n
Need help finding the best talent for your roles? Let’s work together.<\/p>\n","protected":false},"excerpt":{"rendered":"
There’s a reason why you should A\/B test your initiatives. People management certainly isn\u2019t a science, but that doesn\u2019t mean that HR professionals can\u2019t learn a thing or two from the scientific process to make their own processes more appealing to employees\u2014which can, ultimately, benefit the business\u2019 bottom line. The HR function has a range…<\/p>\n","protected":false},"author":3,"featured_media":14312,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":"","footnotes":""},"categories":[10],"tags":[],"class_list":["post-11519","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-integrity-insights"],"yoast_head":"\n