There is a lot on the talent advisor’s plate these days. Continued changes to the Affordable Care Act, the U.S. Department of Labor’s proposed changes to the Fair Labor Standards Act, and the simple task of managing makes the job both a blessing and a challenge. There are several things a human resource professional could do to perform the job even better.
Here are my top five:
1. Know your numbers.
If there has been a theme for the Talent Advisor Portal, it is the need for human resource professionals to be able to back up decisions with data. A strong talent advisor understands basic statistics, interprets results appropriately, and explains it in a matter-of-fact way to others who will help impact bottom line results positively.
2. Know the organizational functions and the industry in which you work.
A talent advisor may be an expert in recruiting and performance management, but unless she understands the business and the industry in which she operates, she will be unsuccessful. She should have a strong understanding of the other organizational functions, such as marketing or finance. If she works in manufacturing, she should spend a few days or a couple of weeks on the line seeing what the typical employee encounters on a day-to-day basis. Similarly, if she works in the service industry, she should make a few sales calls.
3. Pay and reward your high-performing employees.
There is no such thing as a “war” for talent. Instead, organizations are competing for potential employees while keeping salaries at a level low enough to get individuals to accept. Companies that succeed are those that not only recognize engaged employees who are performing well, but that also pay them the salary they deserve.
4. Say “yes” more often.
Too often, human resource professionals are seen as an administrative obstacle that seemingly says “no” to anything that might make work more constructive and fun. Would it kill HR to say “yes” to some things from time to time? People want to look forward to coming to work, and having a few items checked off in their favor will be seen as a positive for you.
5. Be transparent.
A lot of misconceptions about the work human resource professionals do could be cleared up by simply being transparent in word and deed. Harangues regarding performance management or compensation decisions could be cleared up through clear communication of the process being performed.
Step up and become the human resource leader your employees crave. Adopting these items will make you and the organization even better.
Throughout the month of August, our resident talent advisors will be discussing issues around the biggest recruiting issues right now and getting you ready for CareerBuilder’s Empower 2015. Subscribe to Talent Advisor to stay on top of the latest blog posts and discussions, and find out more about Empower 2015 here.