Why do you HR?

Coming out of #SHRM13 I’m overwhelmed with the information I want to share with you guys. I am trying to pace myself and review my notes and break up the posts so I don’t overwhelm everyone else!  Today I had an interesting conversation with an HR buddy that asked a question I don’t think anyone has ever asked me “Where did you get all the crazy ideas about changing the way HR does thing that you have?” [I know it wasn’t an accusing question because this happens to be one of my few HR buddies that has “crazy ideas” too]

question

Errr… well duh. Where did I come up with my definition of HR? It wasn’t from the textbooks (you all know I don’t have an HR degree right?), it came from experience. It came from not accepting that “this is just the way things are done”. There is always room for improvement and I wanted to improve the working experience for everyone I worked with. I wanted to fine tune the screening process to assure we were selecting the best candidates for our customers and the best customers for our candidates. I recognized that to change the recruiting process we had to change the employee development/engagement as well. It doesn’t stop with a job placement. So where did I get these crazy ideas? From failing. From watching customers fail. From watching employees fail. Finding the pain points of customers and applicants & committing to choose a problem and work towards a solution. That meant trial and error sometimes. It meant listening to customers and candidates and making sure I knew all the legal stuff in between. It meant being transparent. It’s something I didn’t know I was passionate about until I did it. And witnessed results. When I started getting thank you cards from candidates after they went “permanent” with one of my customers and after customers started referring other customers to me because I did a fantastic job for them I knew I was headed in the right direction. I will never settle or be complacent. One of the comments that came up in our conversation today is that I will automatically think when something doesn’t work out (especially when I miss out on an awesome candidate) “What could I have done differently”? Not what could the candidate have done differently or even the organization I work for, but me. You’re never going to do everything perfect and if you really want to keep improving you start with that question. It’s a hard question to ask yourself, especially when the situation at hand provides you with a lot of easy answers/obstacles to blame. If you don’t challenge yourself, who will? Commit to growing. What can you do better for the next time?

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Author: Kristina H. Minyard, SHRM-CP, PHR

My goal is to challenge the way we view, measure, and utilize HR and recruiting in a positive and encouraging way. I love working in HR and value the network of HR professionals that I also call friends. I'm always learning from my fellow HR pros and find comfort in their expertise. I'm an active member of my local SHRM chapter (NASHRM) and a total HR enthusiast! My HR related knowledge is a mix of recruiting, retaining, engaging and just plain helping people discover their passion. I'm a follower of Christ, Wife, Mom, Corporate Recruiter, Blogger, problem solver, runner, Sports FANATIC & Razorback surviving amongst the [crimson] tide! You can find me on twitter & Instagram: @HRecruit Snapchat: kminny32 Google+: https://plus.google.com/+KristinaMinyard LinkedIn: http://www.linkedin.com/in/kristinahutto/ Thoughts here (and on all my social media channels) are mine and do not represent the thoughts/beliefs of my employer. Why would I name my blog HR Pockets? Read about it in my first post years ago!!

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