Are you vulnerable to union organizing?
Take our 5-minute quiz to identify both internal and external factors that impact unionization – and get tips on how to become union-proof.
Are your leaders aligned with the company vision?
From Implicit Bias to Managing Change, your leaders need training that moves the company forward.
How engaged are your employees?
This free assessment will guide you to the right strategy to create employee advocates.
Tagged with: Authentic Leadership,
Employer of Choice,
Hiring the right Human Resource Director is not an easy task. You must identify and find someone who can handle a wide range of personalities and is suited to act wisely when lives and careers are at stake. You should find a leader who can be a great team player, as well.
Because the truth is, employees don’t succeed on their own. They must have highly talented, experienced, and savvy leaders. In most companies, that task falls upon the HR director and staff.
Even if you are a startup, your Human Resources Department is a crucial one. They are the ones who will bring your vision to life. This is the department where you cannot afford to make mistakes when it comes to appointing leaders.
How does one go about selecting the company’s Human Resource staff members? What qualities does he or she need to have?
Here are four things values to watch for when it comes to hiring the right person:
Kelah Raymond, SPARC Solutions Group, believes the right company culture is essential. “Culture exists, whether intentionally created or not. Your culture guides the way your teams think, feel, and act — often done unconsciously.”
Once you know your core values as a company, your expectations of your HR Director must be clear. Look for someone who is focused on building those values through proper retention and training programs, interactive e-learning, and development workshops.
Besides great communication skills, your HR Director must be a sharp negotiator. He or she will need to know the balance between upholding your values and representing your employees. Only someone with honesty, integrity, and the skills to negotiate in a way that will benefit everyone can succeed.
On a daily basis, your HR department will need to be managing conflict. How adept are they at rising above the petty disputes and bringing everyone back on the same page, towards a common goal? Conflict managing and problem-solving abilities are key things to look out for during the hiring interview.
One way to identify the above strengths in your HR Director candidates is to present possible problems during the one-on-one interview. Ask them what their approach might be to X happening in the workplace.
Hierarchies in the modern workplace are a thing of the past. Look for human resources staff who can relate to employees on every level, as well as step up to take on a leadership position.
If you feel that one of your candidates has the potential to be a real leader, you can always take them on for a training period. Using Pre-Hire Orientation videos and eLearning tools for Leaders, you get to see them improve their skills, and then promote them to a leadership department and greater responsibilities.
At Projections, we have provided thousands of companies with the resources they need to connect with employees and improve engagement. We have created the ideal solutions to help your HR team meet their goals while dealing with union avoidance.
If you’re curious about the next steps to take to ensure you have a successful HR hire, we’d love to help. You can also do a pre-hiring assessment by conducting a cognitive ability test to reveal if your candidates can actually do the job.
Click the link below to download this free guide on building a Human Resources “dream team”.
In over 25 years of helping companies connect with their employees, Jennifer has gained a unique perspective on what it takes to build a culture of engagement. By blending a deep understanding of labor and employee relations with powerful digital marketing knowledge, Jennifer has helped thousands of companies achieve behavioral change at a cultural level.