Recruiting & Hiring Blog for HR Professionals

Getting a “seat at the table” has been coined for years as one of HR’s biggest struggles and opportunities to be seen as a strategic group within the organization. After exploring this issue for quite some time, many argue, “most human-resources professionals aren’t nearly there. They have no seat, and the table is locked inside a conference room to which they have no key. HR people are, for most practical purposes, neither strategic nor leaders,” wrote Keith Hammonds, former Fast Company deputy editor, in 2005. Many continue to challenge the tactical view of HR and suggest what HR can do to earn that seat at the table.

We know your job is challenging. On top of all your hiring and recruiting responsibilities, you may be tasked with employee training, development and engagement as well. Let’s just say you have a lot on your plate and sometimes it may feel like the workload can get overwhelming.

Even though you strive to create a stress-free work environment for employees, you may find yourself stressed out when managing your many HR responsibilities. Here we share eight effective ways to manage that stress so you can focus on the essential HR processes that drive your business forward.

The best relationships are built on trust – whether it’s employer/employee relationships or connections in your personal life. But from a Human Resources perspective, the relationship with employees begins long before you meet them. So how do you create trust with candidates before they step in the door for an interview?

One effective approach is to ensure that every step of the hiring process promotes transparency – every interaction that a candidate has, whether online or in person, should accurately represent what it’s like to work at your organization. Here are three ways to ensure that what applicants see is what they’ll get, if they join your team.

At its core, Recruiting is Sales.  Technically it may be a function of, or department within, Human Resources, but if you analyze the duties and desired results of Recruiting, it looks a lot more like Sales than we often acknowledge.