The list of do’s and don’ts’ in the sphere of HR is rather broad. That is why I decided to provide an aspiring HR manager with the tips to become the best professional in the field. However, the list itself is rather broad, which is why it is needed to give a detailed description of what I am advising to people.
The mistakes
Internal vs. External
Any sort of managerial process requires analysis, and that is where some HR professionals make mistakes. To be more specific on the matter, the first thing that needs consideration is the preference of the candidates: internal or external. Usually, the situation is unique for each and every company, but it mostly relies on the specifics of the activities. If a job requires specialized knowledge, it is believed that internal promotions are the way. If the job requires general knowledge or some innovative approach, HR professionals favor external applicants. Nonetheless, after putting a notice about an open position, it is advisable to track the percentage of the opening that are filled from within.
The question of money
There are other important pitfalls to avoid. It is essential to recognize the fact that hiring process is a costly one, which is especially evident when considering internal and external candidates. This is where a variety of factors come into play. For example, internal candidates are more likely to be knowledgeable of the company-specific procedures, which reduces training costs. As for the external candidates, it is obvious that they will need more training in order to become effective. That is why external hiring is considered to be costly one. Even more, external candidates often have high expectations for any job, creating different demands to satisfy their needs. So, it is possible to see that external employees are way more costly than the internal ones.
Retention rate, brain drain, and future potential
Retention rate
Nonetheless, the cost is not the only thing that should be concerning HR professionals. It is always required to remember things such as retention rate, brain drain, and future potential. The first factor, retention rate, is a rather problematic one in the modern setting. To be more specific on the matter, different generations are characterized by different factors that affect retention. For example, the millennials, the largest group within the structure of the workforce, are way different from baby boomers. The reason is quite simple – different economic and social factors affect the mindset of these generations. Therefore, millennials value things such as the opportunity to develop as a professional, career perspective, motivation from the management. These are the factors that the HR professional should consider during the hiring process.
Brain drain
Brain drain is a more global factor, but it affects individual companies considerably. If the market does not provide the potential participants of the workforce with opportunities, they are more likely to move somewhere else, either within or outside the country. That is why a company should create the best conditions for the potential applicants to ensure that it will acquire the most talented individuals. However, it is required to remember the profits and expenditures when considering any sort of employment package. This sort of analysis requires a consideration of the external environment, so it may lead to some additional costs, but they are worth it.
Future potential
In terms of future potential, millennials and Gen Z are the betting cards. However, I would focus on the former generation first as it has reached its potential as the workforce, but its representatives struggle in the current economic conditions. The previously described factors are closely tied to this one, as millennials form the current composition of the workforce. That is why I am stressing the importance of recognizing the future potential of these individuals that are driven by the desire to learn and career ambitions.
What to do?
Build relationships
One of the best tips I could give is to build relationships. By this, I mean that creating connections with universities, research companies, and recruiters may prove to be highly valuable. The reason is quite simple – it is possible to find the most promising and prominent candidates among the university students and graduates. From the perspective of costs, the graduates are not the most demanding because they want to build experience, and it is possible to retain them later for even more economic benefits.
Use modern recruiting tools
The era of the Internet is a blessing and a curse at the same time. The company can be bashed by some Twitter flashmob, or it is possible to use social media to the fullest extent and recruit the best specialists in the field. The list of tools is rather broad: Facebook, Twitter, and especially LinkedIn. With some advertising, it is possible to reach the target talent pool and tap into it. Coupled with the previously described tips, I can assure that the outcomes will not disappoint.
Experience is important, but…
Finally, the idea of hiring people with experience is an old one, and it’s effective. However, it is not always the case when speaking of the modern generation. While there are a lot of promising graduates, they are discouraged from applying to the demanding jobs because of that term “more than # years of experience.” The reason is simple – how do you get experience, if everyone wants experienced and young people, but no one is willing to provide an opportunity to shine for the new faces? That is why I consider this tip to be one of the most important because sticking to the outdated approach to the idea of experience can be harmful in many ways and lead a promising candidate to the competitor. Young people are provided with up-to-date knowledge but cannot use it, so a smart HR manager will capitalize on this and use it for the advantage of the company.
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