Your HR consultant should be perceived as one of your strategic business partners, not just an administrator who manages paperwork and new hires.
As your strategic business partner, your HR consultant needs to understand your company’s goals and the talent resources that are required to achieve these goals quickly. Determining the exact number of resources in every area to execute on the strategy and maintain balance across the organization is crucial when it relates to making a profit.
Finding the right employees is also a must. A valuable HR business partner doesn’t just post jobs and fill them. They understand the company and seek to find the top talent and the “industry stars”. Knowing how to compete in today’s war on talent is also essential.
Along with attracting top talent and making exceptional hires, your HR business partner should successfully articulate your company’s history, culture and the job expectations to the new hires. Equally important is developing and implementing the proper job-specific training needed so that the new hire can contribute quickly. Empowering employees through career development training programs are also key strategies that your HR Business Partner should be developing that result in increased employee retention.
These are just a few examples of how Your HR Business Partner should be engaging with your executive team. What strategies do you have implemented?
As Your Premier HR Business Partner, Premier HR Solutions can provide a variety of services to deliver the results your emerging business requires. Contact us for a virtual meeting to discuss your human resource strategies.
How do I ensure I make the right hire? How do I differentiate one great candidate from the others? How do I determine whether they will fit in with my team?
Does this sound familiar? For those of us, we are constantly looking for ways to improve our selection and hiring results. And in my pursuit of “finding the best hire”, I was introduced to behavioral interviewing.
Behavioral interviewing is a method of questioning that requires the respondent to answer with a story of how they handled a specific circumstance. It’s designed to get the candidate to reveal how they responded to a real life work situation so we can understand how they might respond to a similar situation if they were hired.
As a result, predicting what someone will do on job becomes more accurate and determines their potential for success. Behavioral interviewing is a skill that you develop over time, by utilizing profound levels of listening, intuition and interpretation.
I recently presented at WILCO HR on this topic to a group of Human Resource Managers and Directors enticing them with my behavioral based interviews and rapid fire method. I was amazed at the number of people in the audience. What I learned was that the crucial question, “How do I make the right hire?” is very prevalent among HR and recruiting professionals. So I can only image how it must feel from a hiring manger’s perspective.
If you want better results with your recruiting, contact me at email@example.com. I would welcome an opportunity to share my insight on how you can incorporate this strategy with successful results in selecting the “Right Hire” for your company.