Posted by Trakstar • December 9, 2022 (Last modified January 5, 2023) • 5 min read
Every organization needs the talent to succeed and prosper, but top talent can be hard to find. A dynamic and skilled Human Resources Department will help attract and retain talent and uncover the talent you didn’t know you needed.
So what is your organization doing to bring in (and keep) great hires that will help your company’s ongoing success? If the answer is “very little,” it may be time to reevaluate your HR department.
What are the warning signs? What red flags should you look for when thinking about your work, how you treat your people, and the culture you create?
Here are five warning signs that your HR department needs a facelift:
How your HR department tackles recruiting is a crucial indicator of how your company will perform against competitors. A critical warning sign is if you feel the candidates are unqualified for the position you are trying to fill. Your HR department should be working hard to find potential new hires that will amplify the work you put in every day.
Have candidates been informed about company culture, compliance, benefits, and salary? Is your HR team giving an excellent first impression when recruiting for your organization? After all, they are the front line, and first impressions matter – particularly when competing for talent.
Does your team understand why you need a new hire? Did someone leave the company, or are you growing your team? Recruiting top talent is not easy, and we know that! There is often a large pool of candidates to choose from; time is of the essence.
Speed-to-hire is something you should monitor using a feature like Benchmarking. Knowing where you stand against industry and company-size peers can help you see where you need to make changes.
Your HR department should set the standard when seeking talent, representing the company and its culture, and ensuring candidates fit it. They are the first look into your organization for any new hire. If your HR department is not correctly presenting your company to candidates in a positive light, it may be time to reevaluate.
There is much more to working in an HR department than managing a workforce; managing a hiring budget is crucial. HR teams deal with costly events like onboarding, office equipment, administration, performance and development, and even resignations and sick leave.
Is your team investing in keeping your employees engaged and satisfied so that you get the best performance out of them? Are they investing in performance management that can take your understanding of your employee to the next level? What benefits are you offering employees?
These are things that your HR department should constantly be considering. How can we use our resources to help people while staying in line with the company budget?
Keeping your existing workforce engaged and happy is a massive win for any organization. Employees need a safe workplace where they are comfortable being who they are. Successful HR teams with a strong retention strategy:
Your HR department must offer employees a safe space to provide feedback and flexibility when they need time off to deal with a family matter or a mental health day. Doing so will only help your company in the long run. The more your employees feel valued, the more productive and committed to their work they will be. Employees that are engaged are more likely to stay with your organization which leads to less turnover and is cost-efficient.
More and more HR leaders are wearing multiple hats and are called on to manage employee satisfaction, company policies, compliance, salaries, hiring processes, firings, and more. If they are not up for the challenge, there is room for error.
Your HR department needs to know the difference between the people and the paperwork of the business. What is your HR team prioritizing when it comes to setting goals regularly? Do they leverage checklists to ensure every team can access goals and important policies?
For example, a proper procedure is essential to ensure success when preparing for a candidate interview. When an interview goes well, the interviewer and the candidate will feel a sense of accomplishment.
What processes does your HR department have to ensure no future problems? If there are no plans or procedures in place and you find yourself questioning the competency of your HR team, you may need more support.
People management is the most significant part of working in human resources. You need to be able to communicate effectively with your company. If there is a problem, you need to be able to step in and get the situation resolved as peacefully as you can.
Being able to jump into any employee-facing problem can bring challenges. If you are starting to see that your HR leaders are not effectively handling internal conflict by not being responsive, there needs to be an understanding of the workplace rules put in place.
HR teams should spearhead the fight to create relationships with others in the workplace and have an open line of knowledge and constant communication. There is no room for any other behavior.
If your workforce feels uncomfortable with the HR department, you have a problem.
If your current HR Department falls under any of these categories, it may be time to take a closer look into how you can streamline your people management.
Needing more support doesn’t mean hiring more people; many automated resources can help take the load off your HR Department’s daily tasks. Let us help you take care of the little things so your HR employees can fulfill their jobs to the best of their ability. Trakstar supercharges employee performance around pivotal moments in talent development. Make smarter decisions to attract, retain, and engage your workforce. It will only help your organization grow with the people you continue to add to your company.
To learn more about what Trakstar can do for you, schedule a demo today.
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