Teona Kiladze’s Post

What characteristics should you look for when hiring a corporate executive? Read this article to find out more! #hiring #executivetalent #hr #talentacquisition

What characteristics should you look for when hiring a corporate executive? Read this article to find out more! #hiring #executivetalent #hr #talentacquisition

Never assume anything in HR You must always understand why you are doing something. Story time 📚 👩🏻🦱Polly is the manager in a small team. 🐨You work in HR. 👩🏻🦱Polly approaches you and asks what one of her team member's notice period is. 🐨You have 2 options.... Option 1: - You look at the employee's file. - Find their contract. - Advise the manager that they have 2 weeks' notice period and move on with your day. ✔️ You've been helpful? ✔️ You've answered the question? ✔️ You've made the manager happy? Right? OR Option 2: - Ask "what's going on?" while you find out ❓Has the employee resigned? ❓Is there a problem with the employee's performance? ❓Is the manager future-proofing their team structure? Are they restructuring their team? Do they need HR assistance that they haven't considered? I can hear you thinking 🤔 It's such a simple question with such a simple answer. No, it's not. Easiest situation - the employee has resigned, the manager checks notice period and they agree an end date in line with the contract. Worst case - the manager has planned a team restructure, has identified a position is no longer needed and plans to make that person redundant so needs to know their notice period and you know nothing about this 🤦🏻♀️ and there's a whole lot of options in between..... You won't know what the manager is thinking unless you ask! That's why it's important to build relationships and know your managers so you are confident to ask "what's going on?" Have you ever had a curve ball thrown in a situation like this? ------------------- 👋 Hi, my name is Rebecca, and I'm passionate about People. One post at a time, I'm: - changing the perspective of HR - inspiring people to advance their HR career - sharing knowledge to help others succeed 🔔 Follow Rebecca Sharples and ring the bell to be notified when I post

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.

Before we start looking for new employees, let's figure out exactly what skills and characteristics your team needs 🤔 The ideal employee is not just someone who does their job well, but also someone who is suitable for your team and company. Therefore Step 1: Determine your ideal sample What does your ideal employee look like? What are his skills, qualities and experience? Consider the successful employees you already have on your team and determine what makes them so effective. And get your ideal picture out of your head And then we have Step 2: The importance of coordination Do not forget about the importance of coordination between HR and management. Communication and coordination will help clarify the selection criteria and avoid misunderstandings. And there can be sooo many misunderstandings, especially if the manager is very demanding and does not understand all the subtleties of hiring. This is such an overbearing type who does not want to hear anything, and he just needs a result. Or maybe it's worth coordinating regularly, clarifying and pronouncing everything? still interested in hiring. Is it precisely this kind of exactingness that will lead the candidate faster? #system_in_business

It's all-too-easy to leave things in limbo in HR.   We have countless conversations.   And are juggling multiple situations.   Things can slip.   If you’re looking for a quick way to stand out as an HR pro?   Implement a system to ensure that you always:   Proactively follow-up.   My system?   Slack reminders to myself with 1) the to-do and 2) the reminder to follow-up.   Your tool of choice doesn’t matter – the action does.   Proactive follow-up communicates:   ✅ Care ✅ Reliability ✅ Leadership ✅ Commitment ✅ Accountability ✅ Responsiveness   Establish your system.   Proactively follow-up.   Your career will thank you. ---------------------------------------------------------  ♻ Repost if you found this helpful and follow me, Amy Mencarelli, to grow your HR career.

You know the stakes are high ! Job changes at senior HR level can be really scary. The biggest cause of worry is culture-fit. I know you likely checked out the videos the company has put on thier website of employees giving feedback about how a great place to work the organization is. If you are being strategic that would not be your only data point (you know the videos are part of the company’s EVP marketing pack right! ) So let’s talk about this quickly shall we, how can you quickly read the room while also putting your best foot forward during your interviews. Check out the pointers below👇 🔹 Pay Attention To Interactions: I am not just talking about the interactions with the interviewing team. I mean all interactions of everyone you encounter. From the reception to employees doing thier job. Can you sense mutual respect for all in the team? A willingness to help others across board? Or tension, in-fighting and a sink or swim environment? Pay closer attention to the interactions of team members that are middle management and below. Pay close attention to the interactions speak volumes. 🔹Prepare the Right Follow Up Questions: I know you would have made a list of questions, the usual questions to ask about - employee retention rates, employee engagement data and things like that . The key here is to prepare the right follow up questions to probe further and uncover the unspoken challenges and then listen for transparency. 🔹 Listen to thier version of the story: Listen closely to how the interviewing team describes current people challenges. Do they take any responsibility for historic challenges or is it presented as a We versus Them situation ? This can indicate there is a lack of ownership of people challenges by the SMT and soon you might be the opposition. I know you have a lot riding on this interview, for various reasons there could be pressure both push and pull on you to make this next move. But remember the more senior you are in HR the more your next moves need to be considered carefully. Can you think of a couple more points to add to your interview pointer list? First comment below to see how I support Senior Level HR Candidates to successfully make thier next career transition.

Here are some common interview questions along with sample answers, Tell me about yourself. Answer: "I have a background in HR administration with over five years of experience in managing recruitment, employee relations, and performance management. I've recently focused on developing my skills in employee engagement and leadership. In my last role, I successfully implemented a new onboarding program that improved employee retention by 15%." Why do you want to work here? Answer: "I’m impressed by your company’s commitment to innovation and employee development. I admire how you foster a collaborative work environment and I’m excited about the opportunity to contribute my skills in HR to support your company’s growth and success." What are your strengths? Answer: "One of my key strengths is my ability to build strong relationships with employees and management. I am also highly organized and detail-oriented, which helps me manage multiple HR tasks efficiently while maintaining high standards." What is your greatest weakness? Answer: "I tend to be a perfectionist, which can sometimes lead to spending more time on a task than necessary. However, I’ve been working on balancing attention to detail with efficiency by setting clear priorities and deadlines for myself." Where do you see yourself in five years? Answer: "In five years, I see myself in a senior HR Admin leadership role, where I can contribute to strategic decision-making and lead initiatives that enhance organizational culture and employee satisfaction. I am committed to ongoing professional development to achieve this goal." Why should we hire you? Answer: "I bring a strong background in HR administration, proven problem-solving skills, and a passion for employee development. My ability to effectively manage HR processes and my experience in improving employee engagement align well with the needs of your team." How do you handle stress and pressure? Answer: "I handle stress by staying organized and prioritizing my tasks. I also ensure I take regular breaks and practice stress-management techniques such as mindfulness and exercise. When facing pressure, I focus on the most critical tasks first and communicate effectively with my team." What do you know about our company? Answer: "I know that your company is a leader in [industry], known for its innovative approach and commitment to [specific value or initiative]. I’ve also learned about your recent projects, such as [mention a project or achievement], and I’m impressed by your company’s growth and impact." #HRAdmin #HRAdministration #HROperations #HRCompliance #HRRecords #HRSystems #EmployeeAdmin #HRManagement #HRPolicies #HRSupport #HRProcesses #HRFunction #AdminSupport #HRTasks #EmployeeData #HRWorkflow #HRDocumentation #HRProcedures #HRServices #HRResponsibilities #HRCoordination

The Importance of Transparent Communication in HR: A Personal Experience In today's competitive job market, transparency is key to building trust between employers and candidates. Unfortunately, my recent experience with a company's HR department highlighted the pitfalls of opaque communication during the hiring process. After successfully navigating two rounds of interviews and being offered a Managerial role, I was eager to join the team. However, during the HR discussion, I was blindsided by the revelation that my salary expectations were deemed too high, despite being previously discussed and agreed upon. This abrupt change in stance left me feeling undervalued and disheartened. What followed was even more disconcerting. The HR department ceased communication, ignoring my calls and emails, leaving me in limbo for over a month. Finally, after persistent follow-ups, they responded, albeit vaguely, stating that my profile was on hold due to compensation concerns. This experience underscores the need for HR departments to adopt a more transparent approach in their dealings with candidates. Clear and open communication about salary expectations and any potential issues should be prioritized from the outset. If there are concerns about compensation, candidates deserve to be informed promptly and respectfully, rather than being left in the dark. Furthermore, HR professionals should recognize the impact of their actions on a candidate's perception of the company. Ghosting applicants after they've invested time and effort in the interview process not only reflects poorly on the organization but also damages its reputation in the eyes of potential hires. In conclusion, HR departments must strive to uphold transparency and professionalism throughout the hiring process. By doing so, they can foster positive relationships with candidates, enhance the employer brand, and ultimately, attract and retain top talent. #HRcandobetter PS: It's their loss they lost a gem like me 😊😁 Did you guys ever get ghosted like this after clearing the rounds and HR discussion. Do share your experiences.

HR Leaders - Want the BEST HR talent for your team? Try these 8 SECRET TACTICS top HR leaders use. 👇🏻 🌟🌟 BRUTALLY HONEST POST WARNING 🌟🌟 🌟1--Make your interview process brain-dead simple. -Cut the crap from your hiring process. -No more 3+ rounds of interviews. -Have fewer but deeper 1-on-1s. 🌟2--Be obscenely honest. -Share the salary range upfront. -Don't hide the job's challenges. -Clarify your real expectations. If the clients are stone-cold crazy, tough, demanding and chased their predecessor away, then say so. 🌟3--If you want to hire them, let them know that. -Treat them as you'd like to be treated. -No freakin' mind games. -No negotiating ploys. -Be upfront. 🌟4--Share with them why they should choose you. -Commit to them that you'll have their back. -Clarify the job's growth potential. -Share the impact they can have. 🌟5--Once you decide to hire them, make the offer right away. 🌟6--If the position has a range, offer the TOP of the range. -If the HR candidate is not worth the top of the range, don't hire them. 🌟7--If the candidate has questions or counters, address them the same day, if not on the spot. 🌟8--After they sign, ensure they have time to transition and decompress between their old HR job and their new one. Again, these are secret tactics a few of the best HR leaders use to quickly bring in top HR talent. 🌟🌟But guess what? -I'll be honest. -These are NOT so secret. -However, try them anyway. See if they work for you. I'll bet they will. Thoughts? ---- 📌 P.S. - HR LEADERS: For more successful tips & proven strategies to hit the ground running & for excelling in a new leadership role. check out "The New HR Leader's First 100 Days" at the link in the first comment below.