A Letter To HR
Dear HR managers,
I do not know the things you do. I don’t understand FMLA, payroll policies, sophisticated performance management practices, or even workers’ compensation. In fact, the list of human resources concepts that baffle me are embarrassingly long.
Furthermore, I do not know how you do all of the things required of you.
I was an HR manager for a short time. My position focused primarily on recruiting and associate relations, and even that role was overwhelming at times.
And, for better or worse, HR folks are often seen as the company’s catch-all for random assignments and last-minute projects, not to mention company emergencies. So, in addition to a big workload and a complex thicket of regulations and laws to navigate, you often end up with surprise assignments. Other duties as assigned, anyone?
If you work with a talented recruiting department, consider yourself one of the lucky ones. Organizations that invest in recruiting top talent also provide their HR managers the benefit of a reduced workload. But if you’re responsible for recruiting in addition to HR work? I truly don’t know how you get things done, let alone be a strategic leader for your company.
As you likely know, talent acquisition is its own animal, and it grows more complex by the day. So engaging with a search firm might become a necessity to keep your organization moving forward while taking some work off of your plate.
As a former corporate recruiter, I often disliked working with recruiting agencies, because I had some very negative experiences working with them earlier in my career. That left a bad taste in my mouth and, as a result, I saw them as a necessary evil. Chances are you feel the same way.
The good news is there are recruiting firms out there filled with good people who have your and your company’s best interests at heart. Some of them want to be a long-term resource, partnering with you and your leadership to ensure your long-term success. Some of them adhere to a strict code of ethics and core values. Some of them are guided by mission statements that are more than words in an office. Some of them have a track record of success filling roles with game-changing talent. And some firms combine all of these elements.
If you can fill critical jobs yourself, do it! That’s great, and you’re a big asset to your company. But if you can’t? There’s no shame in that. However, it’s incumbent upon you to find the right recruiting partner who knows the complex world of recruiting who will make you look good in the process.