Working in Human Resources in the twenty-first century can feel like the epitome of being caught between a rock and a hard place. While most people in a corporate setting owe their positions, at least in part, to the HR employees who recruited and interviewed them, few corporate denizens hold any love for HR professionals.
Those of us who work in HR are charged with maintaining a company’s most important asset – its talent pool. However, we are rarely given the power or even the opportunity to implement policies in the best interest of the workforce because our jobs are tied inextricably to the bottom line. As a result, the perception persists that HR is the single greatest roadblock between workers and their success. What can be done to make this situation better?
Strive for clear communication
HR professionals are famous for buzz words. At times, even those within our industry don’t know what we’re talking about. Phrases that may mean something to us after returning from SHRM conferences may not relate clearly to the real world, which can lead to confusion and can complicate implementing policies.
Keep recruiting in house
Outsourcing recruiting may seem like a smart business decision, but it often leads to hiring decisions that may be detrimental to company culture. Using in-house recruiters provides the best chance for making smart hires that not only fit your open positions, but also suit your company culture.
Establish pre-employment assessment protocols
Using pre-employment assessments can create a more accurate picture of candidates considered for hire. This, in turn, makes the recruiting and hiring less resource-intensive, leaving more time and energy for other HR priorities.
By working to demystify the HR process and by making HR an integrated part of company culture, you can promote better understanding and reduce hostility towards your company’s HR protocols.