7 Costly H.R. Mistakes Companies Make

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Our passion at FindersKeepers Talent isn’t solely based in talent acquisition, but also in talent management and people operations, key foundations of any successful company.  In order for your employees to thrive, it’s imperative that your Human Resources department avoids the pitfalls below. And if you think that your company may be suffering from any of these mistakes, then contact us today!

 

Ignoring Company Culture

 

Whether they spend significant resources on it or pay no attention to it, every company has its own culture.  Failing to invest in and steer your company’s culture will result in your employees doing it for you. That culture is built by the employees with the loudest voices, and too often it’s the ones with the most negative attitudes.  Their influence can create a negative work atmosphere that’s unfairly based on limited perceptions.

 

Not Having A Growth Strategy For Your Employees

 

No matter how happy your employees are, when employees feel there is no growth opportunity, they will start looking for a new job.  H.R. should oversee company policy on how employees are recognized, rewarded, and promoted. By doing so, it creates transparent guidelines for your staff so they understand that even though roles may be different, the principles to succeed are universal.  It also helps managers stay aligned on measuring performance.

Trying To Find Great Talent Without A Skilled Recruiter

For startups, hiring key roles is one of the most critical deciders on whether or not they’ll be able to grow.  Unfortunately, founders and executives at startups will oftentimes attempt to fill these roles by looking through their LinkedIn network.  A great recruiter has a deeper network, an understanding of what candidates can fit into any role, an ability to build a quick rapport and gauge the candidate’s potential, advocate for the company, and sell the candidate on the company, and close the deal.  Don't let this limit your company's growth, reach out to an expert.

Failing To Respect Employees’ Privacy and Rights

H.R. is responsible for the most sensitive employee information and needs to treat that information with the utmost seriousness.  With the rise in volume and sophistication of malicious attacks on personally identifiable information, personal records and data must be stored and safeguarded correctly, and every member of the department should be aligned on keeping all information secure.  Besides personal information, H.R. is accountable for creating a work environment that respects all of its employees’ needs and beliefs. This includes physical needs, such as lactation rooms for new moms or thinking through accommodations for disabled employees, to creating an environment where employees aren’t judged for their political or religious beliefs.

Not Providing Competitive Benefits

With the increased demand for skilled and highly trained talent, today’s job market is currently tilted in favor of the candidate.  Taking cost-saving measures on perks and benefits in the short-term can cost your business in the long-term as candidates are more concerned about how the company will take care of them beyond just their salary and vacation days.  

Hiring By Immediate Pain Points Versus Creating An Org Chart For Lasting Business Success

Oftentimes when a startup enters a hiring phase, it’s due to present-day pain points that are detrimentally impacting their day-to-day fulfillment/output.  Hiring under duress can oftentimes create headaches down the road by not solving for larger problems. Roles may not be clearly defined, seniority may be improperly distributed, or positions may be found unneeded later due to automation.  Make sure that your hires will fit in with the long-term vision of your company.

Lack of Confidentiality Between H.R. and Employees

An H.R. department should serve as the primary hub for employees to go for help with their career, for coaching and performance improvement.  However, H.R. can easily end up relaying feedback that employees believe they’re making with discretion and pass it along to their managers and executives.  This break in trust will eventually cut H.R. out of the feedback loop between employees and the company.

If any of these issues are happening at your company, it is directly impacting your business' ability to perform at its best.  Reach out to FindersKeepers Talent for immediate help

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