Five HR Actions Businesses Need to Consider
Before The Economy Recovers
During this economic recession the
human resources function has taken a severe beating. Staffing functions were slashed as layoffs
replaced hiring. Training was reduced to the absolute minimum, which generally means
any training of skills and knowledge required to perform a job adequately.
Developing talent for the long term took a back seat to focusing on doing more
with less. Even HR professionals themselves were more likely to take a bunker
mentality, focusing on securing their own jobs.
But best in class organizations are starting
to reinvest in their human resources. Here are
a few things that you can do now, which will pay off considerably when
hiring rebounds.
#1: Plan for the Recovery
No matter what business you are in and
the sophistication of your HR processes, you need to start creating business
scenarios which take into account the impact of HR once the recovery starts to
happen (and it will sooner or later). Scenario planning can help generate the
force required to get your company out of the recession inertia. These “what ifs” can be powerful tools in
getting senior leadership to start in motion the development and implementation
of new HR processes, practices, procedures and systems which have for the last
few years have laid fallow.
#2: Rethink your Staffing Processes
It is the best time to evaluate the
way you conduct this part of your business when hiring at its ebb. Take the time to evaluate all portions of
your staffing process. Streamline where you can and create a memorable candidate
experience. Look at the vendors you are using-- job boards, applicant tracking
systems, search firms, and contingent staffing companies—and go shopping for the
best vendors that are going to meet your long term hiring needs. Renegotiate or
place up for bid these services and lock into the best deal.
#3: Reevaluate your Assessment Processes
Are they going to assess the
competencies required of your employees now and in the future? Are you using
the most cost effective assessments and are they valid for the jobs for which
they are used? Can your assessments be defended if challenged by a disgruntled applicant
or audits such government agencies like the OFCCP and the EEOC? Finally, are your
assessments creating a positive experience for your candidates?
#4: Rebrand your Company as an Employer of Choice
This is more than a PR campaign. It is
defining the culture you want and executing on your plan to realize it. Becoming
an employer of choice will benefit not only the attraction of new candidates to
your expanded workforce, but be a prime driver of retaining mission critical
personnel. The process of branding yourself as an employer is soul searching.
It will allow you to uncover your real strengths and values as they relate to
your employees. This can have tremendous consequence on the direction and
priorities your HR organization
#5: Rewarding and Recognizing for Performance
and Loyalty
Consider restructuring your compensation plan to really
be one that is pay for performance. This
requires the development a sound performance management process, which will
take time to design, implement and be practiced by your management
Now is the time to take action and prepare for what we all know is
going to happen. This will allow
you to think through and process all the facets of change as opposed to rushing
to catch up later.