It is human to make mistakes. While it is unsurprisingly true that, as HR managers you are required to pay attention to minute details in order to prevent unwanted outcomes. As a vital department, it is great responsibility of HR personnels to hire the right people and manage its human capital efficiently to support company development.
Unfortunately, no matter how careful you have been, some mistakes are unavoidable. Intentionally or unintentionally, by realising it or not, these are errors that tend to be repeated by HR professionals despite years of experience.
Below are four common HR mistakes you should avoid.
Good things take time, so does a good employee. Before deciding to hire someone in the team, HR managers should carefully consider some critical things through thorough candidate screening and background checks. Hiring is an important decision. When you appoint someone to execute certain job responsibilities and represent company values to the customer, you need to analyse if the candidate is a perfect fit.
Hiring candidates hastily without proper considerations could expose your company to higher risks such as presenting the job offer to the wrong candidate. Even if your business is in urgent need of new talent, do not decide too quickly. When needed, do not be afraid to take things slowly.
Take your time to conduct whole proficiency tests for candidates. Believe that the right people for the right job will come at the right time. Do not fret that the potential talent might go to other companies because of slow hiring. If they leave, maybe they are not worth it.
Many HRs want their employees to develop business-related skills, however they do ignore the importance of continual training and coaching. If you think that hiring new people is much easier than hiring trainers for employee development, then you might as well dump such ideas.
Recruitment is not only tough, but also an expensive exercise. On the other hand, investing on employee training is equal to investing into the company itself. By providing proper training to potential talent, you can be assured of employee’s peak performance outputs, upgradation of competencies and skills development for successful business future.
Company’s Employee handbook and manuals should be like Bible for everyone in the business. Even small business must have up-to-date handbooks in which, they write everything about what employees should and should not do, ethics, morals, expected behaviours, and other work guidelines.
Handbook is highly necessary for new hires to learn about the company culture during onboarding such that they can adjust and adapt themselves easily. If HRs do not update the company handbook constantly, then employees might lose sense of direction on how to conduct certain actions.
Company culture is not something that can be shaped over a fortnight. Rather, it is needs to be amended and moulded through time and business climate. If you find your employees behave badly or sense some illegal happenings within your company, then maybe there is something toxic about workplace culture.
Hence, forming an organised company culture is needed to create a positive workplace, where everybody can enjoy their daily workings. Additionally, healthy company culture is an important part of employee retention initiatives. Talents will decide if to stay only if they feel integration of values, ethics and beliefs with the company culture. However if they do not, then they might leave sooner than expected.