1. Communication Skills
It goes without saying how crucial communication expertise is for the HR department, based on the daily interaction with people inside and outside the company. Generally, it represents the connecting link between employees and the company. It can be challenging to find the balance between representing the corporate staff or upper management (the employer) and being an advocate for the other employees. Having this in mind, here are the abilities needed to overcome these challenges:
The coaching skill can be really helpful when it comes to developing seminars, team-building exercises, or group work projects due to the ability to train people into thinking critically or within a certain direction a company might need them to approach a problem. A good example might be establishing a good onboarding experience for a new employee – this type of qualitative information sharing can ease the transition of understanding the organizational culture.
A good adviser
A more tactical approach is often needed when interacting with different stakeholders and advising them on the decisions the company has to make. You often have to understand your audience in order to know how to put the problem or how to clarify the path that has to be taken from a strategic point of view.
Solving conflicts is a key role of an HR employee and sometimes you’ll find yourself in conflictual situations between different teams. The principle here is to try and prevent such situations or if already escalated, trying to mitigate the conflict.
In this position you sometimes have to get in touch with managers from multinational companies and therefore employees from different countries. Having an understanding of cultural differences will surely help understand bypass not only the language barriers but also the habitual ones. Being able to appropriate information and the communication process overall will surely be an asset.
2. Organizational Skills
Organizational tasks are the backbone of time management and efficiency in any company process. Being able to understand what is needed and when it is needed can make a difference for both in-house and external procedures. Here are the organizational skills needed to perform well in this field:
Selection of recruitment
We’re coming back to having a good understanding of organizational culture now. Obviously, finding and recruiting favorable candidates is a main responsibility of the HR department, but doing it in the best way requires a finesse that often lies in determining a good match between the right set of skills, the right personality, and a good fit to the company culture.
Clearly defining your tasks and goals in order to determine the optimal way of dealing with them can increase productivity and efficiency in the long run. The better you get at solving the problem, the less time it should take if doing it repeatedly. This relates a lot to having to schedule meetings, managing salaries, and contract management. Compliance with regulations can be a daunting process when met with deadlines and as a suggestion, it’s good to start by timing how long does a task of a certain nature take and how you could improve the timing spent on it.
Managing your calendar is crucial in this position as you often have to juggle between meeting with colleagues, meetings with higher executives, and having to manage company events together with training and development courses – and we’re not even mentioning having to solve your individual tasks. Developing your organizational skills and calendar management should be a continuous focus of improvements, as oftentimes unexpected meetings or rescheduling can occur.
3. Ethical Skills
Managing confidential information is another role of the HR team. Employees will confide in you with personal information and sensitive topics, and it will be up to you to make sure their privacy is respected. This is often difficult as it requires you to have an objective approach to the overall process – don’t take it personally and try to come up with satisfactory solutions for all the pirates involved. To be sure all the aforementioned elements are being considered you’ll have to:
Legal risks should be avoided at all costs. Revealing personal information, such as salary, could put an employee in a predicament and create an uncomfortable situation. This, in turn, can snowball hard not only on you but on the entire company, so the best thing to do is handle sensitive information with discretion.
This translates to data involving company budgets or salaries, but most importantly, to create an image of yourself as a person the staff could trust when having an issue. It is crucial to make them feel safe and that what they’re disclosing won’t affect their employment status (to a certain limit).
4. Technological Skills
As our world is constantly evolving, so is the technology sector and that brings both advantages and disadvantages. On one hand, you have access to a new plethora of tools and gadgets that can make your life easier, but on the other, it requires you to be adaptable to new circumstances and to be willing to constantly learn new things. Adjusting to these new conditions could be tough, but here are some guidelines that might help you along the way:
HRIS, or simply put Human Resource Information Software represents the digital toolkit every HR team should master. These tools can automate a lot of the tasks you would be normally dealing with such as planning, performance evaluation, or salaries, but it can be overwhelming to choose the right one for your business. However, once understood they can ease the workload of daily planning and create an enormous value for the organization.
As mentioned before, due to the boom in technological advances, digital tools are now more widespread than ever. Therefore it could be a good practice to stay on top of the trends and figure out how emerging software can shape the path of tomorrow’s HR.
Automated recruitment software
These tools can make the hiring process much less time-consuming for companies, as they focus on screening specific elements of a candidate’s resume. Moreover, some recruiting tools or ATS are advancing to such a degree, that they can evaluate applicants based on their personality values, and culture. This helps determine not only who has the skills for the position, but also if they could be a good match for the company’s culture.
If you get to master these 4 essential skills, you are surely on the path to becoming an HR pro. It is important to mention that some of these skills will come with the experience of learning how to deal with specific situations – and in the end, it’s mistakes that teach us the most. The good news is that you don’t have to do this all by yourself – at least in regards to recruiting new employees that fit the needed skills, have the desired personality and match with the company’s culture. We at Whaii have got you covered.
See how Whaii Match can take objective hiring to a whole new level
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