Human Resource departments face numerous challenges that can hinder organizational success. Whether you’re an HR professional or a business owner, this article uncovers five of the most common HR headaches you may experience and how to overcome them.
1. Creating job postings that attract the right candidates
A job posting can make or break your chances for attracting top talent. Despite widespread layoffs making headlines we’re still in a workers’ labor market. If you usually write a standard job description and post the role right away, it’s time to strengthen your job postings beyond the job description.
A job description outlines the role’s responsibilities, while a job posting should sell the candidate on your organization. The job description will help candidates understand if their experience aligns with the day-to-day role requirements, but the job posting will get them excited about the opportunity. When you’re hoping to hire the best possible team members, compelling job postings will help you stand out from other opportunities.
Consider utilizing HR tech to optimize your job postings and make them stand out. Use attention-grabbing headlines, highlight your company culture, and emphasize the benefits of working with your organization. These small details play a significant role in helping you attract candidates. If you’ve faced issues recruiting top talent, check out our top ten recruitment tips here.
2. Conducting effective interviews and onboarding processes
Another common challenge relates to moving candidates through the interview and onboarding process. An effective interview process gives you the best chance of hiring the right fit for your role.
As you prepare your interview questions and speak with candidates, remember that even if candidates are talented and interview well, they still need to match your company’s needs. So ensure you’re asking the right questions to help steer your decision. Discover ten unique questions to ask candidates and questions that candidates may ask you during the interview process here.
Later, after you’ve extended an offer, onboarding plays a significant role in whether new hires will thrive or crumble. Invest your time and attention to ensure new hires are well prepared for their first few days and weeks in the role, and set expectations accordingly. If your interview and onboarding process is entirely manual, consider using an applicant tracking system to streamline the experience in one platform.
3. Creating a positive candidate experience
Many HR teams forget that while trying to find the right candidate for their role, the candidate is also trying to find the right company for the next chapter of their career. With that in mind, providing a positive and professional experience is crucial.
Little details go a long way toward creating a positive experience with a candidate. Remember to communicate clearly and often, avoid canceling or rescheduling interviews, and don’t mislead the candidate about the job’s responsibilities or pay. If the job or salary aligns differently with the candidate’s expectations, it’s better to learn that early in the process.
When in doubt, put yourself in the candidate’s shoes and imagine what might improve your experience. These small details can significantly impact the candidate’s experience, and they may decide whether or not the candidate chooses to work with your organization.
4. Handling conflict resolution
When conflict arises within your organization, HR teams are typically the first line of defense. And while it can be uncomfortable, conflict resolution is a critical skill for HR professionals to master.
Ensure that you have a conflict resolution process in place, communicate it with your employees, and be consistent in your approach. If necessary, seek external support from a professional mediator to resolve the issue. You can also decrease conflict in the workplace by offering an open-door policy, addressing workplace negativity, and providing the opportunity for feedback to get ahead of any disputes that may arise.
In addition, consider adding a conflict resolution policy to your employee handbook and encourage your employees to read and understand the policy thoroughly. Then, when a dispute arises, you have the policy to reference.
Need support with conflict resolution for your business? Our expert HR consultants can help! Connect with us to learn more.
5. Managing employees in remote environments
Managing employees in a distributed workforce can be challenging with the rise of remote work. Culture and engagement are two areas that often suffer with remote team members, but employee engagement software can help by gamifying behaviors like living your values or promoting teamwork.
Employee engagement software works similarly to social media but also implements essential parts of your business, like performance reviews, employee recognition, collaboration, and feedback. If culture is a concern, leaning on gamification tools is a great way to get employees re-invested in the team.
Not sure where to start? We’ve got you covered with HR tech to maximize employee engagement company-wide. Contact us below to get started.
HR teams have a lot on their plates, but the challenges above don’t have to get in the way of a great organization. Next time you encounter one of these tricky situations, use our strategies to come out ahead! Need an HR strategy that tackles these challenges head-on? Contact us to learn how you can pass off some of the most time-consuming HR tasks and enhance your employee experience overall.