If one more employer dives into the detail of their recruitment woes when I tell them I’m a human resources consultant, I’m going to scream. Don’t get me wrong, I am empathetic to the issues, and I understand the equation: Humans plus resources equal the people in your company.
The people in your company equal all the problems you have with recruitment.
What really boggles my mind, though, is the reaction I get when I start talking about all the rest of human resources. As I start to explain that implementing other aspects of HR will have an enormous impact on turnover, most people look at me like I have three heads.
Recruitment is only one door in HR. It’s time to open the others.
Do you realize that HR also covers training, compliance, benefits, employee relations, culture, wellness, performance, and yes, recruitment, selection, and onboarding?
Is the HR picture becoming a little clearer?
Here’s an analogy that might help. You buy a car because the one you currently have is broken down. How do you feel? Relief, right? What happens if you don’t take care of the new car? Let’s say that you don’t rotate the tires or change the oil or get it serviced regularly. It breaks down too, right? Hiring an employee is like buying the car. There’s that initial feeling of great relief because the position is filled. Bu, if you don’t take care of the employee … surprise, they break down too.
Take care of your employees. Often.
In fact, daily. Employees need all aspects of HR, attention, training, support, guidelines, feedback, and a good working environment, or they will break down.
I know you have heard Einstein’s definition of insanity: “Doing the same thing and expecting a different result.” That’s what you are doing if you are stuck on the recruitment treadmill of hiring and firing and ignore all other areas of HR.
If you want a different recruitment result, open the rest of the HR doors and do things differently.