If you work in human resources, you already know it’s about more than conducting interviews and keeping track of everyone’s sensitive paperwork. But for the C-Suite and other groups throughout your company, the value of a good human resources department may not be entirely clear. So, it’s up to you to show everyone just how much HR brings to the table. Here are a few ways you can make your worth more real to leaders in your company.
Weave HR throughout your organization.
It’s sometimes easy for human resources leaders to put on their blinders and focus on viewing things only through the lens of HR best practices. While having a firm understanding of where HR as a profession is headed, you also need to step back and develop a holistic view of your company and where it’s going. And the best way to do that is to make sure that HR is in tune with the entire organization’s culture. What are the key employee issues each department faces? What makes your company different from its competitors? If each department could eliminate one pain point, what would it be? Gaining the answers to questions like these will help you strategically develop policies that address your company’s real issues, thus making HR appear more valuable.
Speak with a business vocabulary.
Business leaders, especially the C-suite, are very concerned with the bottom line. And if you want to win them over, consider working a few “bottom-line” summary statements into your conversations. State in very clear terms how recruiting practices and turnover rates impact factors like profitability and logistics. Connect everything to dollars and cents, and you’ll be sitting pretty.
HR is tough. In a lot of ways, you’re the face of your company. From job seekers and interviewees to internal disputes, you’re at the forefront of a number of key communications. And because work is work, it’s easy to fall into a robotic trap of formalities in order to facilitate these interactions. Whatever you do, resist the urge. The “H” in “HR” stands for “human.” And the more thoughtful and personal you can be, the more valuable you’ll seem to those around you. A little bit goes a long way.
Bring tech to HR.
Regardless of sector, leadership at organizations large and small want to be at the forefront of technology. So whether it’s using tech to help with employee education and development or coming up with innovative ways to use social media in recruitment, HR has an opportunity to position itself as forward-thinking and innovative.
Let us help HR show its value with an effective screening program!