Hire an HR Person By Asking How They Keep Employees from Being Let Go

As the pace of technological advancement becomes increasingly faster, the organization-wide focus on forward-looking mindsets has been the clear-cut strategy in tackling this phenomenon in businesses. 

While prominent institutions are using everything in their arsenal to gain the ability to predict business outcomes, there is a high chance business leaders overlook past experiences as crucial input that contributes to business strategy.

With the rise of HR job posts in the fourth quarter of 2021, it would prove useful to visit HR departments and see the context of how past experiences can help leaders in the field to become more forward-looking. 

For a better future, HR leaders should learn from all their past experiences, according to PwC. Therefore, successful employers must understand that it is paramount to hire the best people organizers to ensure business growth. 

Previous work experience is a goldmine of insights waiting to be dug deep – there’s no question about that. A candidate for an HR position should have the ability to dissect his past experiences and assess effective and ineffective projects and tasks. This way a newly hired people organizer such as an HR or a global mobility professional can establish some foundation on which to transform the organization.  

Speaking of organizational transformation, many HR personnel commit the common mistake of jumping into technology implementation without stopping to ask how a specific tool can support the department’s goals. 

This perhaps is attributed to the forward-looking mindset mentioned earlier. Nevertheless, studying processes and fixing problems right from the beginning before digitizing the workflow must be executed. 

Acquiring the best HR managerial candidate

A managerial hire can make or break the department. Making major decisions, including talent acquisition, onboarding, compensation, compliance, company policies, are just some of the responsibilities delegated to the crucial position. The wide range of duties and responsibilities an HR manager is expected to do requires a candidate with qualified skills to excel in the position.

But what specific skills do professionals need to develop to be the top-of-mind candidate? Well, with the numerous online resources within close reach, collating specific skills into a checklist can be a walk in the park. However, the voluminous information available online might leave employers confused. Fortunately, Maryville University provides four skill clusters employers can start with and work their way to identifying specific skills they deem appropriate for their organization.

Leadership skills. Assigned as the overseers of a collective group of employees, leadership competencies are imperative for the department to thrive. Ensuring that the department is fulfilling its main purpose optimally isn’t an easy task. It requires effective leadership to detect any gaps and opportunities for improvement. 

Communication skills. HR managers should clearly communicate about people management programming and strategies to both employees and business executives. An often ignored way of communication, the skill of writing is particularly useful in today’s circumstances of remote work.

Because of the current demands of the new workforce – as a result of the pandemic – managers now have to manifest interest in the welfare of an organization’s workers. They can exhibit interest by actively listening, gathering as much information as they can to build inclusive strategies for the management and the employees.

Technical skills. Managers have to keep up with emerging technologies that can help them focus on more critical areas of their jobs by eliminating tedious and repetitive tasks that are time-consuming and costly. Their ability to understand how to handle information will be crucial in identifying the best digital tools to utilize.

Organizational skills. Time management is a must-have for any candidate checklist for a managerial position. The job not only entails juggling different responsibilities, but it requires one to constantly find ways to develop oneself to maintain an effective department. 

Besides determining the specific skill set required of a managerial position, employers should formulate interview questions that align with the skills determined by the renowned university. The Predictive Index suggests asking these behavioral questions that it purposely designed to aid in answering the question: “Is this person who we think they are?” 

How do you recognize others for a job well done?

The purpose of this question isn’t to get the right answer. There are several approaches on how to go about the recognition of employees’ positive performance. Instead, it allows employers to confirm a candidate’s behavioral tendencies and observe how they communicate to people.

When you’re assigned to a new manager, how do you create trust and communication?

Candidates may not necessarily have extensive experience in this scenario. However, by asking this question, it attempts to discover how a candidate views management-to-manager relationships and the critical key factors in maintaining this relationship – communication and trust. This information offers insight into how an HR manager wants to be handled as well. 

What’s your approach to reviewing new materials that outline processes or agreements that will affect multiple team members?

Generally, managers in all fields to handle reassuring their respective departments are running smoothly through new resources and their capacity to understand people across the organization. For HR managers hitting these two targets is amplified by the nature of their positions. 

What would you do in a situation where a coworker told you they felt threatened by another coworker?

Though the question can be considered quite simple, a candidate’s answer will reveal how he or she handles aggression at work. Are they objective? Biased? HR managers should aim to become expert investigators to determine the appropriate actions for these cases.

Tell me about a time your communication style didn’t match with someone else you were working with. What did you do? 

Any professional is bound to encounter different personalities at work. If they cite an instance when they showcase their propensity to accommodate an employee’s communication behaviors, then that’s a great sign.