Being connected to every company employee, the HR department is the spine of most organizations. They keep things standing and moving forward toward success.
Despite this, business owners don’t do much to improve their HR health. It’s neither human nor a resource for them. While most leaders understand the main functions of HR, they don’t realize the bigger opportunities that can help them be more inclusive in the workplace.
The HR department plays a crucial role in uniting employees in management, which considering the current business climate, could positively impact marketplace growth. But to do this job efficiently, the department needs to be solid.
As the boss, it’s your job to be aware of the various Human Resources jobs and ensure you have the best talent to fill them.
Why Do Human Resources Jobs Matter?
Human resources jobs indicate a person’s role in your company. It’s the activity that they provide in exchange for a payment.
How well you fill up these human resources jobs determines the strength of your HR department. If you hire talented and dedicated people for your job, you’ll have a talented and dedicated HR department, and if not… well, the consequences won’t be pleasant. Since these are the people in charge of other people in your company, you really don’t want to mess this up.
What Does Success Look Like?
Human resources manage all things related to a company’s employees, or “resources.” This includes—but isn’t limited to—hiring, recruiting, training, onboarding, managing benefits, maintaining company budget, ensuring employee satisfaction, and implementing a positive company culture.
You can imagine how difficult it would be to run your business without the HR department‘s assistance. For more context, here are five reasons why you need a well-functioning and efficient HR:
Better Budget Adherence and Control
The HR department is responsible for saving the company’s money in the long run.
They come up with methods to cut down costs associated with workforce management and curb any excessive spending. They also negotiate better rates for employee benefits, study and analyze employment trends, and decide on competitive and realistic wages.
Having a reliable HR department will help save money and ensure everybody adheres to strict budgets seamlessly with minimal to no disruptions.
Improved Training and Development
Your employees likely already have the qualifications and skills necessary to meet position demands, but they can still have unique training needs.
Human resource specialists assess company employees to determine the kind of training and skills they need to properly and efficiently do their duties. In turn, the employees become better at what they do without you having to spend any money on hiring third parties.
Higher Employee Satisfaction
The HR department is also responsible for gauging an employee’s satisfaction levels with the supervisors, their jobs, and the overall company culture.
Measuring these aspects is ambiguous, which is why HR specialists use their expertise to design customized employee service, implement an exit interview strategy, and oversee focus groups to identify improvement opportunities. This helps them determine the causes behind employee dissatisfaction and then address those issues in the best possible way to boost morale and motivation across the company.
Faster Conflict Resolution
Conflicts in the workplace are inevitable. Arguments and disagreements are bound to happen given the diversity of work styles, personalities, experiences, and backgrounds.
Having the right people on the HR team will equip you to effectively handle employee relations to resolve conflicts and restore positive working relationships faster. Additionally, swift conflict resolution also increases employee satisfaction and boosts workplace morale.
Overall Performance Improvement
A good HR department will give you tangible results where employee performance is concerned.
HR specialists devise plans to measure employee performance and fit individuals in jobs that work best considering their expertise and skills. This also helps them identify consistently low-performing employees and remove them from payroll.
CISCO is a fantastic example of a company that reached new heights of success with an excellent human resource department to fall back on.
The company developed a unique HR technology called CISCO Talent Cloud to guide strategy and serve business needs more effectively. The tool is an internal CRM that gives managers transparency into the skills and experiences of the company’s 70,000+ employees. Even the employees have access to tools and insights to take the initiative and advance in their careers.
CISCO’s HR team’s approach allows them to put together a highly efficient team to complete projects and satisfy clients. At the same time, employees get the opportunity to work on exciting new projects. Not only does this give them experience and hone their skills, but it also boosts their morale and confidence.
It’s easy to see why CISCO is ranked number one in Fortune’s Best 100 Companies To Work For and consistently attracts top talent to produce results and maintain a positive working environment.
One Secret Weapon for Managing Human Resources Jobs
As already established, you can only have a solid HR department if you have solid people working on the human resources jobs in your company. But if there’s anything else that can help your department enhance their efforts, it’s using sophisticated HR software.
While there are several options, we highly recommend Zenefits.
Zenefits is an all-in-one HR platform that equips you with the tools to foster well-rounded growth within your company. From recruitment to onboarding to retirement, this HR software does it all and does it well.
HR teams around the globe favor Zenefits for its intelligently interconnected hub of tools that help empower them to manage workforces at scale. Features like workforce management, self onboarding, and insights on turnover, diversity, and employee compensation will keep you on top of things.
Zenefits also has a mobile app that provides on-the-go access for HR teams and employees.
5 Essential Strategies for Creating Effective Human Resources Job Advertisements
Writing a good job advertisement is your first step to attract highly qualified HR professionals. Read on as we discuss five key strategies to sharpen the focus of your ad to the point where it draws the most qualified candidates.
Be Specific and Include Only Job Must-Haves
Every job has must-have attributes and nice-to-have attributes.
As the name suggests, must-haves refer to essential qualifications and desirable skills without which you won’t hire the candidate. This can include specific HR certifications, prior experience working as an HR specialist, and so on. On the other hand, nice-to-have characteristics for human resources jobs can be a welcoming nature, optimal negotiation skills, and a pleasant personality.
Your job ad should focus on only the must-haves for conciseness. It should be clear and enticing, but in no way should it deceive or mislead the candidates.
Try to come up with the most attractive benefits or incentives associated with the job. You can also mention other perks, such as proximity to public transport, work from home flexibility, or on-site parking. Mentioning the salary, especially if it’s within or above the market rate, helps set expectations.
Format It Well
Your HR job advertisements should engage candidates, encouraging them to contact you about the role. But to achieve this result, you’ll have to identify the information your candidate would want to know.
Although the structure of a job advertisement differs based on the industry, for human resources jobs, something similar to this should do the trick:
- Line 1 — Overview of the position
- Line 2 — What differentiates this position from other roles of its sort in the same sector?
- Line 3 — What experience, knowledge, skills, and qualifications are required?
- Line 4 — Call to action
Also, while it’s good to elaborate, using short bulletin points is best for grabbing a candidate’s attention.
Make Sure It’s Search-Friendly
Relevant candidates should be able to easily find your job advertisements in search engines. Otherwise, you may end up losing on talent without even realizing it.
Think about the queries or candidates might use when seeking jobs online and tailor your language accordingly. Including common keywords related to the job type, the rank of the role, and the organization can also help.
That said, don’t end up stuffing keywords. This will make your job ad appear unnatural to search engines, decreasing your ability to rank well on the keywords. Plus, it may turn off candidates.
Make It Visually Pleasing
Visual appeal is one of the most important elements of your HR job ad. There’s even research to back this: Software Advice found 51% of people claim they would find an ad with images more appealing than one without them.
But the main question is, what kind of image do you put in your ad? In the same Software Advice survey, 30% of respondents preferred seeing the company’s products or services, while 22% found employee images in the job ads more appealing.
Airbnb, for instance, nails the visual aspect of its Careers page. As the company cannot display their product, they show their employees and their work culture in all its glory. Tempted to hit that Apply button yet?
Mention the Company
You might not think so, but describing the company—not in much detail—also influences candidates to apply for a job.
The idea here is to talk about the company in a favorable light, so the candidate sees working for the company as an added bonus to the actual job. You can mention your company culture, ethics, office location, and any other information you think could help candidates connect to you better.
Most Common Mistakes of Human Resources Job Advertisements
If you want to convince potential applicants to apply for your job, make sure you steer away from the following three job advertisement mistakes:
- Use positive language: Using negative language is a major job ad taboo. Avoid it at all costs. You’ll end up missing out on a good hire just because your ad sounds too negative and condescending. We’re talking phrases like “do not apply if…“ or “Only apply if…“.
- Make your ads employee-centered: When you post a job, you’re trying to market your company and the job position to prospective candidates. So instead of filling your advert with instructions and orders, explain what you’re offering to the candidates and not what you want. Think about the value you provide, not just what you’d get from them.
- Avoid exaggeration: This is one of the most common job ad mistakes, which is why you should avoid it like the plague. While you want your company and the job position to sound appealing and attract candidates, don’t lie or oversell what’s on offer. Over-selling yourself won’t retain employees for very long, so it’s best to stay honest, and most importantly, passionate.
Your HR department heavily contributes to your company‘s culture. Having HR professionals who genuinely care about employees’ well-being will facilitate a culture of openness and growth, whereas a toxic one will discourage employees and create hostility.
You know the kind of team you want, and now you know how to have it.