Alan Collins’ Post

HR Pros - 6 MAJOR HEARTBREAKS that seem important now …you WON'T GIVE A CRAP ABOUT in 5 years. 👇🏻 👉🏻 1 -- That Interview Rejection. Interviewing is tough. Getting "NO" is part of the journey. 20 "NO's" get you closer to that "yes" that matters. Try asking for feedback to improve your results. If you get it, great. If you don't, move on. Rejections today build your resilience tomorrow. 👉🏻 2 -- That Negative Performance Review. One bad review hurts, but won't break your HR career. --So respond politely. --Seek to understand. --If valid, improve your HR skills. --If not, learn from the experience and move on. Look at reviews objectively. Take the emotion out. 👉🏻 3--That Annoying Co-worker. Co-workers come in all personality types. But obsessing over difficult ones gets you nowhere. Consider it valuable training in dealing with tough people. Focus & obsess over your HR clients - not your co-workers. 👉🏻 4 --That top performer that quit. HR leaders: know that top performers are in demand. Their departure is a natural part of doing business. Do your best to reward & keep them. Have backups ready to go, if you can. Be grateful for them. But recognize that everyone will leave at some point. 👉🏻 5--Being brand new in a challenging HR role. Imposter syndrome is common when you're new. Focus on learning, improving, and doing great work. Know that your HR skills compound over time. So give it time & build your experience. And people will seek out your expertise. 👉🏻 6--That hiring manager who ghosted you. This practice stings and is tacky. You'll never really know exactly why. But many times, it's not about you: --So don't put all your eggs in one basket. --Don't let it define your worth. --Keep interviewing relentlessly. --Keep creating options for yourself. 👉🏻👉🏻 HERE'S THE BOTTOM LINE: Everyone in HR has regrets. These are a natural part of every career journey. Recognize them when they occur & learn from them. Prepare to rebound quickly when they inevitably happen. Just my take. What's yours? 📌 P.S. - HR PROFESSIONALS: Want to live your HR career with minimal regrets, while staying motivated? Then go ahead and check out my book, "Stay Inspired in HR" at the link in the first comment below.

Optimism in Transition: Tips for HR Professionals During Job Searches Job searching can be a daunting experience, particularly for HR professionals who often understand the complexities of recruitment from both sides of the table. However, maintaining a positive mindset during this process is essential for both personal well-being and professional success. Here are some tips to help you stay optimistic while navigating your job search. https://lnkd.in/dXyhSBpz

It is a beyond doubt that across the broad spectrum of Organisational functions, HR Managers are the most overlooked human beings. Many perceive them as invisible humans beings existing solely for sending motivational workshop emails, organizational announcements, appraisal notifications, and so forth. Believe it or not, they also are among the most disliked personnel in any Organization. People hate them for their appraisals when they are only just relaying the details that someone else has scripted for them. People hate them for resignations when largely the HR has no role to play in it unless it is a behavioral influenced departure. And if that is not fair, what is even worse is when Hiring Managers treat HRs as their personnel secretary. The Recruiters endure the arduous task of sifting through thousands of resumes, making numerous calls, and finally scheduling elusive interviews with candidates. Yet, Hiring Managers, often senior sales or business professionals, cancel interviews last-minute, citing mundane reasons such as extended meetings, leaving both the candidate and HR bewildered. And what is truly deplorable is when the hiring manager would not even care to come over the call and apprise it himself instead pushes the HR to do his responsibility. To all Hiring Managers out there, HR Managers/ Recruiters are not your assistants. If you have missed a pre planned schedule that an HR has scheduled for you, then honor it and if you cant, make sure you personally apologize and reschedule it on your own. They already have their fair share of fights, let us not make it anymore difficult for them. Ps : I know wat you are thinking. No I am not an HR, but I understand their immense value in my Business.

How Working in HR Teaches Patience Patience is a key trait every HR professional develops over time. Whether you're new to the field or a seasoned expert, here are a few real-life scenarios that show how HR hones this invaluable skill: 🛠 Scenario 1: Navigating Recruitment Challenges Picture this: You've interviewed multiple candidates for a critical role, but none of them quite fit. You spend hours coordinating with hiring managers, reviewing resumes, and scheduling interviews, all while maintaining a calm and positive attitude. Patience in recruitment teaches us that the right candidate will come — it just takes time and persistence. 👥 Scenario 2: Mediating Employee Conflicts When emotions run high, HR is often called in to mediate. It’s our job to listen, understand, and guide people to a resolution. You have to give both sides the opportunity to voice their concerns, even when tensions are high. This process requires empathy, active listening, and above all, patience to foster a peaceful workplace. 🔄 Scenario 3: Managing Change Implementing a new policy or system can be met with resistance or confusion. As HR, you must communicate effectively, train employees, and give them time to adapt. Patience during transitions ensures smoother changes and a more resilient workforce. 🌱 Scenario 4: Helping Employees Grow Career growth doesn’t happen overnight. As HR professionals, we guide employees on their development journey. We see potential and provide the tools they need to succeed, but it requires patience to watch them grow at their own pace. HR isn’t just about processes—it’s about people. And when you work with people, patience is a superpower. 💪✨ #HumanResources #PatienceInHR #HRLessons #WorkplaceSkills #LinkedInLearning #ProfessionalDevelopment #HRScenarios

Perhaps your next perfect hire is among the 49% who are unsure 'how' to change their career. Hiring (& promoting) to a #jobfitframework, helps hiring managers and recruiters to see the potential in their candidates - what they will do - rather than what they have done. Join Holst's Joanna Emmerson and Sara Jobson on Tuesday 4th June at 11am to learn more about 'The Job Fit Framework: Three steps to the perfect hire'. Register here 👉 https://lnkd.in/ehRJJTuj #jobfit #recruitment

HR Professionals - There are many unwritten rules for success.   Here are just 5 of them you should know…   👉🏻 1. “Apply for HR roles, even if you don't meet all the qualifications."   Job descriptions are merely a wish list.   If you meet 60-80% of the HR requirements, apply for the job.   If you're not considered, so what? If you interview & are rejected, you'll learn from the experience.   If you land the job, it's a WIN. 💪🏻   Regardless, it's a no lose.   👉🏻 2. “Doing good work is not enough."   Plenty of HR pros do good work. Want to differentiate yourself? (1) Do great work. (2) Advocate for yourself. (3) Learn how to influence people. (4) Stay current & never stop learning. (5) Don't give up.   👉🏻 3. “Your loyalty isn't always rewarded."   Sadly, few companies give gold watches or reward you for sacrificing your well-being to stay. Bosses change often, and the new boss might not value your loyalty.   So embrace A.B.L. (Always Be Looking).   👉🏻 4. “Job hopping will help your career."   The data has consistently proven that job hopping will accelerate your HR career and income -- not hurt it.   Periodically respond to recruiter calls to assess value in the marketplace - often! A change can be good and reset your career.     👉🏻 5. “Companies expect you to negotiate."   Don't hate negotiating. Embrace it.   You're in HR, so you know that most companies have a range in mind, and they rarely start with their best offer.   So never be afraid to ask for what you believe you deserve.   👉🏻 THE BOTTOM LINE: -- These are just a few of the unwritten HR rules. -- Your boss may not share any of these with you.  -- But they are crucial for you to know.   --- 📌 P.S: HR PROFESSIONALS - Want to discover MORE unwritten rules, fallacies and brutal truths for advancing your career in HR - that your boss probably won't tell you about? Then check out "Unwritten HR Rules" at the link in the first comment below.

Popular opinion: Being a recruiter is the easiest and most stress free job. Unpopular opinion: The HR department is the most underrated department of most organizations. As recruiters, we are often told by people working in other management functions how easy it is to recruit someone. But the next time someone says this, remind them that they wouldn’t have got their job if their company’s HR had taken a biased decision or had not thought of the value that they’d add to the organisation. Recruiting someone is not like picking a random name from the bowl; it involves multiple aspects such as- - Evaluating the candidates abilities - Ensuring a organizational culture match - Understanding the potential employees work ethics And most importantly that they are an asset to the company. So, the next time someone tells you that being a recruiter is a breeze, just smile and nod knowingly. You know the truth, my friends. The HR department is the backbone of every organization, and recruiters are the unsung heroes who make it all possible. 🥂 To the HR department and the recruiters who keep them running smoothly!

Working in the ‘People’ Function is different from other departments in the organisation, and the challenges of leadership in a HR environment are unique. There are a few key reasons for that. 🌟 One is that you are party to LOTS of confidential information, and you often can't share what it is that you are working on. So, when you have a really good outcome for an individual or the organisation, it’s not something that you can shout about, it doesn't make the ‘good news stories' or company newsletter. 🌟 Another is that it's often seen as a ‘service’ job, where people expect you to know all about their problems, and help them find solutions, whilst having very little concern for yours. It can be difficult to lift your head out of the day to day issues and work strategically, sometimes your stakeholders might even prefer it if you didn’t! 🌟 It's also the case that the people you spend most of your time with will often be in a stressed or distressed state, you might be interviewing, restructuring, investigating, arranging DIS, or hearing appeals. They’ll be looking to you to hold the process together, never expecting that you might be struggling with some of the issues or personally disagreeing with some of the practices. 💡 So when you're experiencing imposter syndrome yourself, struggling with self-doubt and low resilience, it can feel like an impossible job. It isn't. But it does require support and a problem solving attitude. And it helps to be able to take some time out to think things through objectively, and have someone who understands your environment helping you solve those problems. 👋 I’ve worked in the Recruitment, HR, L&D and OD teams of organisations for over 20 years, finding the best ways to bring people into the business, making sure they were treated fairly, had development opportunities and worked in supportive and positive cultures. If you think I might be a useful person to help you (or those in your team) navigate your HR Career, DM me and we can have a chat.

The best HR leader I've ever known selected great talent. She NEVER hired anyone who didn't meet these 10 criteria… 🌟1 - If your bottom line isn't "hell yes," - then say no! Every HR person you hire should be raising the bar for your team. 🌟2 - Ask yourself if this person is among the top 20-25% of people you could hire for this role RIGHT NOW. If not, don't settle, keep looking…especially if your pay is competitive. 🌟3 - Hiring isn't about "fit". It's about "add". Do the people you hire add to your team culture, bringing unique perspectives and experiences? 🌟4 - NEVER settle for highly talented, arrogant jerks. They can potentially create a toxic environment for your team. Those with a positive, can-do approach with just a little less experience -- will outperform talented jerks in the long run. 🌟5 - Ask yourself if you're genuinely excited to have this person start work on Monday? If you’re not, don't hire. 🌟6- Hire for the strengths you need, NOT the absence of weaknesses. 🌟7 - Hire based on your HR team's values (this is what creates a strong culture). But also be open to (and aggressively seek out) people who are different from you. 🌟8 - If you're hiring a person who will lead other HR folks, imagine how you’d feel about this person hiring the next 5 HR folks in your organization, without your input. ---Envision how you’d feel about them representing the company externally, or giving a presentation to the whole company. ---If any of these make you uncomfortable, don't hire. 🌟9 - Is this person much better than you in at least one area? 🌟10 - Did you learn something new from them during the interview process? If so, this is just one small cue that you're speaking with a potentially great hire. Many of these standards apply outside of HR as well. Hope you find these helpful. As an HR leader, there's still time to make 2024 your best year yet! Thoughts? --- 📌 P.S. - HR LEADERS: Want more best practices to follow if you're a brand new in your role? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.

The best HR leader I've ever known selected great talent.   She NEVER hired anyone who didn't meet these 10 criteria…   🌟1 - If your bottom line isn't "hell yes," - then say no! Every HR person you hire should be raising the bar for your team.   🌟2 - Ask yourself if this person is among the top 20-25% of people you could hire for this role RIGHT NOW. If not, don't settle, keep looking…especially if your pay is competitive.   🌟3 - Hiring isn't about "fit". It's about "add". Do the people you hire add to your team culture, bringing unique perspectives and experiences?     🌟4 - NEVER settle for highly talented, arrogant jerks. They can potentially create a toxic environment for your team. Those with a positive, can-do approach with just a little less experience -- will outperform talented jerks in the long run.   🌟5 - Ask yourself if you're genuinely excited to have this person start work on Monday? If you’re not, don't hire.   🌟6- Hire for the strengths you need, NOT the absence of weaknesses.   🌟7 - Hire based on your HR team's values (this is what creates a strong culture). But also be open to (and aggressively seek out) people who are different from you.   🌟8 - If you're hiring a person who will lead other HR folks, imagine how you’d feel about this person hiring the next 5 HR folks in your organization, without your input.   ---Envision how you’d feel about them representing the company externally, or giving a presentation to the whole company.   ---If any of these make you uncomfortable, don't hire.   🌟9 - Is this person much better than you in at least one area?   🌟10 - Did you learn something new from them during the interview process? If so, this is just one small cue that you're speaking with a potentially great hire.   Many of these standards apply outside of HR as well.   Hope you find these helpful.   As an HR leader, there's still time to make 2023 your best year yet!   Thoughts?   ---  📌 P.S. - HR LEADERS: Want more best practices to follow if you're a brand new in your role? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.