Wanted: HR Professional with highly developed competencies as an organizational strategist, workplace advocate, and change champion. Must be dedicated to excellence.
Depending on the organization, the role of the Human Resources function can range from transaction based (focused on process), to operational (focused on goal achievement), to strategic (focused on organizational vision and mission). In many cases, all three of these components are required of the Human Resources function at any given time and in any given way in order to meet organizational demands.
How then, does the Human Resources professional recruit and fill a Human Resources vacancy? While this question may have a simple answer (use the same processes that are in place for all recruitment campaigns), there is an additional element of scrutiny that must apply when our profession looks to hire for itself.
A recent article posted on thebalancecareers.com offers some practical advice on the types of questions that HR professionals can use to recruit and hire for other HR professionals.
Click here to read the article.
As noted in the article, the questions suggested for use during an HR interview follow the range of HR competencies through each of the tactical, operational, and strategic requirements. We can also infer, through the types of questions asked, the role that HR plays within the organizational structure.
If the questions focus specifically on tactical, process-related issues it is possible to infer that the organizational need is for a tactical, process-oriented HR professional. Conversely, if the questions focus on organizational strategy, then the need is to fill the position with an individual focused on and experienced in HR strategy.
One HR question that pops out from the list identified in the article is, “What do you enjoy the most”? Hopefully the answer for each of us is linked somehow to the ability to influence the workplace (and its people) in a positive way. If we as HR professionals do not find joy in our work, then we are truly in the wrong profession. We must love what we do in order to do good work.
No matter what the organizational needs are, or how they are defined, the Human Resources professional must be able not only to meet them, but also to anticipate and respond to future demands.
So, in addition to the competencies identified at the beginning of this blog, we should add the talent requirements of flexibility, forecasting, and fun, along with an additional heap of love for HR.
- How do HR-related interview questions reveal organizational commitment to the human resources function?
- Write three interview questions that you would like to be asked as an HR professional.
- In your opinion, should HR professionals be recruiting to fill positions for their own profession within an organization? What are the benefits and risks?