RESOURCES

Oxbow Bend, Snake River

Grand Teton National Park, Wyoming

Putting The Human Back in H.R.

Here are a couple of quotes that made an impression on me. Perhaps they’ll resonate with you as well.

“[N]ever demand the team do things that you cannot, have not, or would not do yourself.”
–Sean McPheat, founder and managing director of MTD Sales Training, writing at MTDSalesTraining.com (via the SmartBrief on Sales)


And here’s one from an article I liked from HireCentrix Karen:

“I have heard recruiters say – hey how do I get rid of the annoying candidate who keeps calling… Well here is an answer – talk to them, take the time to explain to them what is going on, and ask them why they are so nervous, upset, scared… Understand their fears, their concerns, and address them.. Remember the Personal side – the People, the Human Being that we are representing. Remember that that annoying candidate is a Human Being that deserves to be heard.”
You can read the full article here – Please put the Human back in H.R. – HireCentrix Karen

Why is this stuff on my mind? A few reasons.
  • I’m a former HR practitioner who always fell more on the employee advocacy side than the management side of the “reports to” chart.  I did my job for the company, but I took my role as a liaison for the employee very seriously.
  • I now work for a job board where the reputations of those companies who post with us is directly tied to ours.  We want to work with people who get it. We want to work with organizations that have environments we would trust sending our nieces to, our so called “niece test.”  We want to know that when employers post their jobs with us, the employees will be treated fairly and will work in safe environments.  We have Terms of Use to make this point clear.
  • Thirdly, I get calls from job seekers or see forum posts on our social network about employers every day.  I hear good things and I hear bad things.  I would love to just hear good things. Today the call was from a job seeker who wants to start a job immediately. Imagine that he has filled out your long application and is waiting to hear back.  How long will you make him wait?

 If you claim to need folks now, act on those applications, get in touch, and tell them if they are being considered, or not.

Remember the fact that you are always a recruiter and always a representative of your organization.  I recall some quote about people not remembering what you did or did not do for them, but they’ll always remember how you made them feel. 
And by all means, hold true to the contract / job that you are hiring for.  If you want to hire a “grunt worker,” advertise for that.  If you want to hire a “host / hostess,” advertise for that.  And if your employees need to be flexible and step in wherever and whenever needed, then absolutely say that too.

In this day and age of Google searches and Trip Advisor / Amazon reviews, organizations cannot afford to leave bad tastes in the mouths of their guests OR their employees.

Be the place that everyone wants to work (and play!).  I assure you that treating your employees (and future employees who could actually be some of your current guests; you never know!) with respect is a sure fire way to be successful in the long run.

Do Good Things!  I look forward to hearing some great stories about the amazing experiences your employees are having this summer.  May your season be merry!

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