HR Strategy

Why I Love Recruitment by Drew Stewart

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We heard from Christina about why she loves recruitment, now let’s hear from Drew: I came by my interest in Recruitment organically. I was exposed to it through my job as a manager working for a well-established video game publisher. When I would tell people where I worked, the majority of the time I’d get a response such as:

“Oh wow, must be fun to play video games all day.”

I wish! Now that would be a fantastic job! Unfortunately, when you got to the heart of what I did there, it was not much different then most companies. I spent most my time in spreadsheets, developing reports and managing external relationships with outsourced partners. However, there was one thing that I always looked forward to breakup the monotony of a project cycle. That “thing” was recruiting. I took an active role in evaluating my teams and going through skill set inventory to see where we needed to supplement existing attributes. I particularly enjoyed interviewing and getting to know individuals on a bit more of a personal level. I came away from interviews feeling re-energized and infected with the enthusiasm that came from the candidates who wanted to work for this company and be a part of making a video game that they have personally enjoyed. The process gave me tremendous perspective, in two very different and conflicting ways.

1. Seeing people come into an interview and discuss at length about how a product you are a part of has influenced their life, is a very powerful thing. Now, I fully realized that we were not solving the worlds problems within those walls, we were providing entertainment for people. Nonetheless, what we made impacted individuals and motivated them to pursue a career in our industry. It made me feel proud and excited about the future to eventually have even more influence over decision that could make our products even more entertaining and fun.

2. If I loved this one facet of my job so much, why am I not doing more of it?

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I like to simplify my life and the world around me, as much as possible. I find that getting into too many details can paralyze me into a state of inaction. Paralysis by analysis, if you will. So, when I weighed the two different pieces of perspective, one just seemed too simple to ignore. That question of why not do the thing I enjoy, was too simple to ignore and ultimately it is what gave me the motivation to leave a wonderful organization and enviable place to work.

So, what is it about Recruiting that pushed me to making it a bigger part of my professional life? In my simplified way at looking things, I came up with my top three things that I love about recruiting.

Research

I am a natural introvert. Thankfully, like a lot of introverts, I am a genuinely curious person. I love finding out the “why” or the “how” behind how things work or how people think. Through recruitment, I spend a lot of time researching best practices within different industries and searching for the individuals who have the skills that are desired by our clients. I get the time to work independently doing this, which feeds my natural introversion personality.

Chance to be Extroverted

I wouldn’t be a well-rounded individual if all I did was seek out opportunities to stay in my introverted lane. Doing interviews and talking to candidates on the phone allows me to connect with people and flex my extroverted self. A misconception about introverts is that they appear aloof and disinterested in conversation at times. What I find, is that introverts can become extremely connected to people when getting to a deeper meaningful level. Not so good at small talk but we can build a relationship and stay connected as good as anyone else.

Impact someone in positive way

When one takes inventory of their life and lists out important milestones, they do not get very far down the list before thinking about a job they loved or hopefully getting the opportunity to work somewhere they always dreamed of. Giving good news to candidates that they secured such an opportunity if a definite highlight of my job. I help people get the job they want, which impacts their everyday life. Being a small part of it is extremely satisfying.

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I have found that recruiting suits me. I have not regretted leaving that tech job, not for one minute. I feel like I have grown and learned a lot about a number of different industries and the people who drive them. I feel that I am helping to make an impact in a community where I grew up. I still don’t get to play games all day but when the opportunity arises, I do so as a fan and not a job.



Why I Love Recruitment ~ By Christina Stewart

I absolutely love recruiting! Cheesy? Maybe, but still true.

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I can remember the “HR Lady” at my first office job. I was working as an Administrative Assistant at a Brokerage in my very early 20’s and until that point, I had never heard of HR or Recruitment. As I watched her move from project to project and from a senior level meeting to a training session to interviewing for a vacant role in the office I thought she must have the coolest job ever. She got to know everything about everybody. She was the keeper of secrets – all things confidential were in her grasp.

Naturally as a highly curious person myself, I was intrigued by all that she knew about our company, our office, the people who worked there and our future as an organization. It seemed to me that she had her hand in it all – she was part of the big picture strategy and culture along with every other step down to the minutia of how the office functions; she knew it all and her opinion mattered. I wanted her job.

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I started taking HR classes and luckily one of my first was recruitment. I was hooked. The importance of recruitment became very evident very quickly. Hire the wrong person and your workplace could suffer serious implications. The impact could be felt by unhappy employees, high turnover, low productivity, managers spending too much time on management and not leadership, disgruntled customers – the ripples could turn to waves pretty quickly. Conversely, hire the right person and the opposite can happen: happy colleagues, increased retention, increased productivity, managers spending time leading, and satisfied clients.

Beyond how pivotal it is for a company to have the right complement of people I simply like the duties and responsibilities of being a Recruiter. I like speaking with the client to find out what they are looking for and helping them to refine the ideal person with the ideal skills and experience. At the beginning it can feel as daunting as looking for the proverbial needle in a haystack, however, by crafting the right job ads and putting them in the right places along with picking up the phone and talking with people, people and more people, it ends up being more like putting a really fun puzzle together. I feel the joy of putting someone in a role the same as if I were to find the last piece of that puzzle on the floor under my chair. I couldn’t see it right away, but it was there all along ~ Eureka!

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Add to all of that, that I simply enjoy talking with people – I love hearing their stories and learning about why they took this job or how they landed what that company. Everyone has a career story and if you ask the right questions you can often learn a tremendous amount about someone in a fairly short time. I have interviewed hundreds, maybe even a thousand people, in my HR and Recruitment career and every single one of them has something of interest to say. I learn and I grow with each and every interaction.

Telling people that they aren’t successful is hands down the hardest part of this gig, but I see it as an opportunity to provide feedback when someone asks for it, and as an opportunity to treat others with grace. I hope if you were to ask the people I’ve interviewed over the years that they will tell you that I treated them with class and respect throughout the process. I’ve never left anyone hanging, not one of the people I have ever interviewed will tell you that I didn’t speak to them directly to let them know that they didn’t get the job. My attitude is of understanding – I know how hard job hunting can be and how frustrating and arduous to be looking for work but through that process every person has a right to be listened to and treated with dignity.

We do a wide variety of things at Praxis, all of them feed me in some way, but Recruitment really hits home for me with the significance of my contribution, my ability to meet and work with a huge variety of people and how in the end, my perseverance pays off.

Employees Keeping You Up At Night? Read on:

HR Audits Work! By Christina Stewart, CPHR

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A healthcare company leader had employees keeping her up at night. Her main concern was entitlement: tardiness, absenteeism, a spike in peer to peer conflict, giving rewards and additional pay and getting a non-response – or an outright complaint that it wasn’t enough. Basically, she was seeing employees take and take and take and an overall sentiment that the company should simply be happy that the employees showed up to work each day; these team members were lacking in self-awareness and taking no accountability for their actions. The culture was flat at best and the negativity was taking over – people just seemed miserable – especially the CEO and she was worried that it was leeching out to her clients. She had done an employee survey a year before, but the results simply confirmed what she already knew and mistakenly, she didn’t do anything about the mediocre results. She didn’t undertake any changes or take any further action other than simply conducting the survey.

She reached out to us to see if there were a way, we could help in turning this collection of individuals into a true team. Before we could do that, we needed to understand why theses behaviours were happening.

We undertook an audit – interviewed a variety of employees (different roles, departments, tenure, and levels of responsibility) reviewed all the HR documentation (policies, procedures for hiring, promoting, terminating, training, benefits – everything related to HR). In doing so we quickly came to see a few patterns emerge:

  • The first and largest was concerning unclear expectations provided from leadership. Employees weren’t sure what success looked like for their role and they were not connected to the greater goal of the organization. They just didn’t see the value in the work they were doing.

  • There were further themes identified around how the rewards and recognition of good behaviour and reaching milestones were handed out

  • How the policy was interpreted and executed (often inconsistently), and

  • How poor performance was mostly ignored.

We were able to provide specific tactics to take to implement address the above list:

Expectations By setting very clear expectations on how, when and where the work is to be done and by whom, conflicts were immediately reduced, leaving leadership with more time to motivate the team instead of simply running interference. The other outcome of clear expectations was increased productivity. When a leader says “bring in clients” an employee will be creative in determining what that means (Only bringing in one is still an increase, right?) but when the leader says “your job this month is to bring in 10 clients” the employee works directly toward that goal until it’s met – no creative interpretation required. Through this process with us the employer lost two employees who were at the heart of most of the conflict – all turnover is not bad!

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By connecting the team to the significance of the company we were able to increase engagement and of course increased engagement means increased productivity. As leaders we know that productivity equals profitability and of course profitability equals increased rewards for the team. Round and round it goes.

The best part of the story: The Leader finally got some much needed sleep!

If you have any questions about how we can help your organization get to the heart of what’s happening for your team – let us know. We offer free consultations and free HR Pulse Checks to help guide you in creating your best HR strategy.

Six Reasons to Undertake an HR Audit by Christina Stewart

We recently explained what an HR audit is: What Exactly Is A Human Resource Audit

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This week we’ll run through a few reasons why you might need one. We think of audits as “Elevated Employee Surveys” – just like with an anonymous online employee survey you get details on how your employees feel about their work, but with an audit, you also get a good picture of why they feel that way. Additionally, you get a deep look into how effectively your HR systems and HR processes are functioning. Add on to that recommendations for what steps to take in the deficient areas and you have something significantly more valuable that just an online survey.

Most companies are familiar with the concept of an audit, especially when it comes to the financial aspects of the business. However, conducting an audit of your Human Resources policies and procedures is just as valuable – as we know strong HR functions are bankable. An effective HR audit will not only help you assess the important factors for creating a financially healthy future, it can also provide insights into the qualitative aspects that impact your organization’s culture.

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Six Reasons to Conduct an HR Audit

Here are six ways an audit can provide incredible value for your organization:

1. An HR audit helps ensure compliance with important HR regulations. Staying up to speed on the latest compliance and regulations updates is critical. Whether you’re trying to avoid WorkSafeBC penalties or provide appropriate overtime compensation, an HR audit can help you ensure you’re avoiding any potential fines or penalties.

2. An HR audit helps you stay up to date with the latest employment laws and trends. The business world is changing rapidly, including the laws that govern Human Resources departments. An HR audit can ensure that you’re not only adapting to the employment law trends that are shaping today’s workplace but that you’re also up to date on the general business trends that could impact your organization.

3. An HR audit helps ensure that your employees are being paid fairly. As an employer, you need to know what fair pay should be for your employees. You also need to know how to communicate with employees regarding fair pay and compensation. An HR audit can provide insights into both areas.

4. Accurately classify your employees. As the popularity of freelance work and independent contractors has risen in recent years, so has the ambiguity on how to classify employees. An HR audit can help you determine how an employee should be classified or consider what type of hire you should make.

5. An HR audit can analyze and reduce employee turnover. Employee turnover can be incredibly costly for your organization. Whether you’re looking to capture insights through an effective exit interview or looking for ways to boost morale and improve your company culture, an HR audit can provide insights to help you reduce employee turnover.

6. An HR audit can improve organizational structure and update job descriptions. Whether you’re just starting your business or experiencing rapid growth, an HR audit can help you evaluate and improve the people, processes, and procedures you use to run your business. An employee handbook is a foundational element for businesses just starting out. As your company grows and evolves, an HR audit can help you re-assess job descriptions in the same way you evaluate finances and budgets.

Enhance the Processes & Procedures Impacting Your People

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Whatever specific challenge (or challenges!) you’re facing, an HR audit will help you enhance processes and procedures that are directly impacting your greatest asset—your people. Our team at Praxis Group understands the nuances of BC Labour Laws, the best practices in HR and how it all intersects with culture. We’ll help you understand steps to undertake.

Connect with our team to learn more about our HR audit process and other HR services.