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Recruiting HR professionals for your organization: It’s not easy!

By | Lucia Adams

It’s as challenging as finding a spouse!

Hiring a human resource professional that fit-in is not easy. It depends on a variety of factors – age of the organization, existing HR capacities, current size of the company, budget set for the HR department, industry you operate in, and organization’s vision and work culture.

How do you find the perfect HR for your organization?

What’s the big deal in finding the right-fit?

The role played by HR professionals go beyond mundane administrative tasks. They are closest ally to the CEOs and COOs, and are in best proximity to the floor managers. They are aware of every pertinent development in your company and thus have to be the one you can entrust with management details.

Despite plenty of good and qualified candidates with a vantage point for HR career, it can be the hardest role to fill.

For your business to continue the upward swing, it’s important to recruit the best talent you can find and afford. Then again, retaining employees, keeping them engaged and satisfied, becoming a bridge between employees and higher management, are only some of the many roles they have to perform. Here are the varied roles and responsibilities of an HR department.

One can hire many HR generalists and HR specialists to cross this checklist, or can look for a few heavyweights. Irrespective of the strategy, you will eventually need a senior who can put in momentum the right company policies and hire senior positions when need be.

Range of specialist skillsets of HR Professionals

Often, it’s said, HR is a self-explanatory, universal skill. While that’s true to some extent, the modern HR inculcate specialized and a variety of skillsets in the department. HR pros perform around of these 7 verticals. They include:

  1. Reward
  2. Learning and Development
  3. Organizational Development
  4. Payroll
  5. HR Core (including Analytics, Head, Officer & Advisor, Admin and Manager)
  6. HR Systems
  7. Recruitment

Within each of these areas, there are seniority levels. Altogether they can come out to be about 48 roles within HR. Of course, you will need a people person and HR manager who aces along majority of these verticals.

Great isn’t good enough. They have to be more.

  • Skills, check.
  • Degrees, check.
  • Experience, check.
  • What’s more?

When hiring HR professionals for senior positions, you definitely will need more. They have to be people manager. The interview will likely take them to senior stakeholders who will look beyond their resume and skillsets.

HR managers lead on a range of complex projects such as employee engagement, succession planning, redundant process, and change development. Assessing on abilities for these requires X-factor. You are unlikely to be quizzed on your skills, but will focus on your personality and ability to build rapport with the senior professionals.

Quick Tip: Name-drop businesses or individuals in the language they will understand. At this stage, its likely that most candidates will be similar in skills. In these times, it’s the human factor that stands out and it will all boil down to “likeability factor.”

Finding the X-factor – For Senior Stakeholders

  • First and foremost, when segmenting among the candidates looking for an HR career with your organization, you must make sure the person is genuinely interested in the role. It’s not just about doing a job for the sake of job, she is a people manager to the core.
  • Then, your new hire doesn’t have to know everything. That’s humanly impossible. But they must have the know-how of where to find the right information from. For this, certified human resource professionals prove gold. They belong to a larger global HR certification body and are immersed in the industry and adept with the latest trends, key players and best practices. Heavyweight human resource professionals with impeccable records and vast knowledge come from the Talent Management Institute, one of the best HR certifications authorities of the world.
  • Cast a wider net to rope in professionals with a wider set of skills and knowledge. Sectors complementary to your business can be sought. Further, take multi-pronged approach while advertising to add to your aim for diversifying your search. It will help you obtain talents from across the seven verticals.

A professional tip, bring data-driven approach to the field, along with an innovation streak. It will sway the professionals from their feet.

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