When it comes to ensuring businesses, big and small, stay on the right side of the law, HR professionals are the caped crusaders, always there to serve and protect.
But any job sector that contains the word ‘human’ in its title is never going to be 100% superhero perfect. Yes, even the best can sometimes make mistakes.
Being proactive in HR can prevent headaches, however, and thankfully, most of these traps are easily recognised – especially when you have s1jobs’ guide to HR’s top five pitfalls and how to avoid them.
- The inappropriate interview
Getting personal at this stage of recruitment is a no go. Avoid straying into topics that are irrelevant, such as religion or whether Matt Terry really should have won X Factor. Keep your quizzing centred on one point: the job itself and whether the candidate’s qualifications and experience are a good match. Writing out your questions in advance will help you stay focused.
- Forgetting the handbook
Not offering written guidance to new employees tends to be a common HR mistake. A code of conduct – or employee handbook – is an important tool for making sure everyone knows what’s expected of them. It’s vital too there are clear guidelines for health and safety: you’d be surprised how many people don’t realise skateboarding isn’t allowed in the staff canteen!
- Not knowing the law
Failure to comply with employment laws can mean only one thing: trouble. Thankfully, there’s one easy solution: do your homework. Make yourself aware of work rules and regulation, keep up with any changes, and ensure everyone from the HR Manager to the Office Temp abides by them. An annual audit will help keep your policies complete and current.
- Failure to document
Even Brenda, office quiz champion since 1992, can’t remember everything. But when everything is recorded in writing, dealing with HR issues is suddenly so much easier. You’ll also be better protected by having a written account, especially if potential disputes should arise.
- Not keeping a naughty list
This ties in with number four. Knowing Steve is always late on a Monday morning is not the same as having a record showing this to be the case. It might seem petty to note every little violation but it’s important for getting the bigger picture, especially when it comes to measuring staff performance.
Now you know how to avoid the pitfalls, why not target a top role in HR and Recruitment with s1jobs?