Possible Future Trends in HR Management
Anyone who’s ever spent any amount of time in human resources knows that finding the ideal candidate is about like finding a leprechaun riding a unicorn to a pot of gold at the end of the rainbow. But as challenging as building that perfect team may seem, it’s by no means impossible.
Your leprechaun exists. Your unicorn awaits. You just need the right tools to help you find and lead them. This article shows you how.
Starting From Scratch
Perfect teams aren’t born; they’re made. And that starts, unsurprisingly, with the recruiting process itself. What you attract depends on the kind of bait you’re using. That means creating irresistible recruiting ads and thoughtful job descriptions is a must. Pay close attention to the language you are using.
For example, including gendered pronouns might lead members of the LGBTQ community to fear that the company may be an unwelcoming space for them. Likewise, including certain old standards in your job description, such as listing weight lifting requirements when that’s really not a daily part of the job, might discourage candidates with disabilities from applying. Be careful, deliberate, and, above all, inclusive. Remember that a sloppy job description may well turn off and turn away your most desirable prospects.
Focus on ensuring that your word choices are inclusive of all gender identities, races, ethnicities, and creeds. Be careful to avoid language that might inadvertently exclude persons with disabilities. In this way, you’re ensuring that you are casting your net into the widest labor pool possible, that you’re not unintentionally weeding out candidates who may not only be a top performer but who may also make your workplace more diverse and inclusive. For example, hiring diverse employees can introduce new perspectives and ways of thinking into your workplace that may well give your company an unexpected, competitive edge.
Up Your Interviewing Game
In an increasingly competitive global business environment where finding the right candidate is harder than ever, standard interviewing rules simply don’t apply. Now is the time to boost your interviewing skills by trying out some innovative approaches such as behavioral interviewing.
With behavioral interviewing, you’re not really going to be engaging in a question-and-answer routine with your candidate. Instead, the goal is to invite the candidate to share her stories. Talking less and listening more is the perfect way to learn, really learn, about who the candidate is, and how she might contribute to your company.
In a behavioral interview, you get the chance to really develop a rapport with your candidates, to know them on a deeper level than traditional interview questions allow. After all, your goal is to get to see the person beyond their “interviewing mask” and figure out if they’re really going to be a good match for your company.
This is also why one interview might not be enough. You might need to precede a longer face-to-face interview with a short phone screening. This can help you get a feel for candidates that may not be a proper fit before investing too much time. At the same time, it’s also important to know the law and to ensure that, even as you strive to get to know your prospects, you’re not probing beyond the limits of what the law allows.
For example, you can’t ask anything about the candidate’s race or religion, sexual orientation, or disability. These are statuses protected by law, and can only be discussed if broached by the candidate and only to the extent that it is relevant to the candidate’s ability to perform the job.
No matter what your particular industry, if you’re in HR, now is the time to get your tech on. After all, effective management is all about communication, and there are no better tools for enhancing communication than today’s digital technologies. From instant messaging to video conferencing, today’s tech will make your team more efficient, informed, and productive.
Today’s tech can also help you enhance your overall company culture in highly creative ways. For instance, you might use your company’s website to boast about your team’s accomplishments. There’s nothing like public praise to enhance morale and motivate continuous improvement. These technologies can also help you and your team build relationships, both in the workplace and outside of it. Social media pages and chat applications can provide a forum for your employees to talk, share family photos, and simply get to know each other. Best of all, you’ll get to know them on a more personal level. And when you know them, you’ll be better able to lead and inspire them.
The world of business today is more competitive than ever. You’re not just competing with the rival down the street or even in the next town over. Now, you are contending with companies all across the globe. And you’re not just vying for customers. You’re also vying for talent. That means that recruiting and leadership skills are more important today than they have ever been. It’s not an exaggeration to say that the survival of your company may well depend on them.