HR Consulting

Top 4 Characteristics of 21st Century Leadership


Faster communication, shifts in demographics, globalization and numerous other changes in today’s business world means that leadership styles must also be altered to keep up with the current environment.

Although certain characteristics of leadership such as vision, intelligence, good judgment, ambition and integrity are still valuable, the “hierarchical, inward-focused” method of leadership will not fit well with the 21st century business needs.

Below are the four key characteristics that distinguish the leaders who are successful in today’s ever-changing business environment:

1. Capacity to Navigate – This skill of scanning the fast-changing business landscape allows leaders to see signals and patterns that might impact the company’s growth.

2. Capacity to Empathize – This allows leaders to reach and connect with people who are different from them.

3. Capacity to Self-Correct – Companies need leaders who are able to evaluate their own long-standing ideas and assumptions about leadership and adjust them if necessary for the benefit and success of the organization.

4. Capacity to Set Up Win-Win Propositions for Stakeholders – With the current rapid flow of information, leaders must embrace transparency and competition. Effective leaders strive to create appealing propositions for all of the various stakeholders.

These four key characteristics are a guide for successful leadership in today’s fast changing business world.


     – HR Daily Advisor

5 Ways to Improve Performance for Small Teams


There’s no substitute for great performance. In all industries, from manufacturing to professional services, that businesses that lead ahead of the pack tend to be the ones that emphasize and aim for great performance.

There are several aspects of achieving great performance. Great performance can be achieved on an individual level by one person, by a team of talented people, or by an entire business made up of many small and large teams.

Today, we’ll focus on the second type of performance: team performance. Read on to discover five ways that you can improve the performance of your small team using a selection of human resources management tactics.

1. Make integrating into the team part of your performance appraisals. 

Many people thrive independently but struggle to work as part of a team. This can result in great performance on individual projects but slow, inconsistent results in an environment where communication and teamwork is important.

Instead of focusing solely on individual productivity, make integrating into the team a major priority of your management. It’s not just skills that matter, but also being a good team player and someone that others can depend on.

2. Don’t just focus on team members – focus on the team’s leadership. 

Even a team of top-performers will struggle to achieve its goals without an excellent leader. Does your team have a leader that sets the right goals and keeps members of the team motivated?

Effective leadership means understanding each team member’s role and priorities, then ensuring all team members can work effectively together. It’s important to be just as attentive about leadership as the individual performance of each person.

3. Set goals that can be achieved on an individual and team level. 

Does your team have goals that can be achieved both individually and collectively as a team? The best goals are ones that can be achieved as a team, as well as being able to be broken down into small goals that can be achieved by individuals.

Create major goals, then break them down into sub-goals for individuals or smaller groups to focus on. This gives your team a major goal to work towards, but one that isn’t so large it seems impossible to achieve.

4. Make sure communication between team members is a priority. 

Communication is the key to effective teamwork. When people with different skills can communicate with each other clearly and openly, problems that can otherwise hold progress back are quickly avoided or overcome.

Is your team designed for open, simple communication? Create an environment in which communication is encouraged and you’ll make your entire team much more focused, effective and productive.

5. Keep morale as high as possible by celebrating every achievement. 

It’s important to stay focused on achieving your team’s goals. It’s also important to occasionally step back and view the progress you’ve made in order to keep morale high and team members energized.

When your team achieves a major goal, take a moment to celebrate. Achieving large goals not only helps your team move towards its objective – it also strengthens the ability of each team member to work effectively with their peers.

Should You Recruit Internally or Use a Recruitment Services Company?


Is your business expanding? One of the most common challenges business owners and entrepreneurs face is expanding their team with skilled, effective employees as their businesses grow.

There are several ways to recruit new people to fill roles in your business. You can recruit internally, hiring people that already work for you to take on a new job and fill a new position.

You can also recruit externally, hiring people from outside your business to fill an important role. Finally, your business can use a recruitment services company to locate and recruit talented people that can add value to your business.

Which of the above options is best? Each has its own advantages and disadvantages for every business. Read on to learn more about the best way to recruit people and expand your team as your business grows.

Recruiting internally: 

Recruiting employees can be a costly process. Not only does your business need to spend a significant amount of money to hire people; training new employees could cost a significant amount of time – a resource that’s often equally valuable.

Internal recruitment has several advantages. When you promote someone that is already a part of your business, you promote someone you know, and, through the interview and work process, someone that your organization can trust.

People recruited internally usually understand the way your business works, have a good feel for the company’s objectives and culture, and feel comfortable in their new job faster than an external recruit.

By recruiting internally, your business may also be able to save money. Recruiting is a costly process, and promoting someone from within your company can reduce the cost of expanding your team, freeing up capital for other aspects of your business.

Recruiting externally: 

While recruiting internally has several advantages, sometimes it’s necessary to look outside your business in order to find a suitable candidate. This is common if you’re involved in a small business that’s rapidly expanding its team with new employees.

There are several advantages to external recruitment. One of the biggest is that you can access an entirely new pool of talented people, giving your business a large level of choice and selection.

Another significant advantage of recruiting externally is that new people can bring new ideas and strategies into your business. This can help you excel in your specific marketplace and become a more effective, profitable company.

Recruiting externally also allows your business to fill each role with the best person for the job. Rather than putting an existing employee in a role they may not be 100% suited for, your company can search for the ideal candidate for the position.

Using a recruiting services company: 

Does your company need to fill a very specific position? When you’re searching for a talented employee and need to access the very best, it’s often a better strategy to use a recruiting services company than to hire internally or externally.

Recruiting services companies have access to many of the best people within your industry. They can reach out to employees at your competitors and inform them of opportunities within your business.

This can give you access to highly talented, effective and proven people, giving your business a greater ability to select from the best and brightest in its industry to fill in new roles, add new skill sets and fuel its growth.

Although recruiting services companies come with a cost, the right person can be an incredible investment for your company. This makes choosing a recruiting company a cost-effective, intelligent solution for many rapidly growing businesses.

How to Manage a Small, Focused Team (Without Managing Too Much)


With excellent management, great teams can become far more than the sum of their parts. Unfortunately, many businesses hire all the right people but fail to apply great management techniques to allow them to work effectively.

It’s hard to achieve anything alone, particularly in a competitive industry. Working as an efficient, cooperative team is one of the best ways to increase your business’s efficiency and get more done in each workday.

Does your business depend on small, focused teams? Read on to learn how you can manage your small team more effectively to get more work done, achieve a higher quality end result and become a more efficient business.

Start early by hiring the right people. 

The best teams are always made up of the best people. While great management can improve the efficiency of any team, you’ll get the best results by combining a highly competent team of people with excellent management.

Does your business hire the best people in its field? If you’re interested in improving your results and getting more done, start by hiring talented employees that can help any team meet its targets.

Remember that effective team building starts with choosing the right people to be a part of your team. Hire top performers and, with effective management, you’ll create a team that can achieve any goal.

Make yourself part of the team. 

Many teams have management that seems effective but ultimately fails to get much done. This is often because management feels external from the team itself, instead of feeling like part of the team that’s actively involved in each project.

As a manager, it’s essential that you know your team members and understand the situations and issues that affect them regularly. By becoming a part of the team, it’s far easier to stay on top of the situations it faces every day.

Are you part of your team, or are you an external manager? By making yourself part of the team you manage, you can manage directly and respond faster to issues that would otherwise hold the team back and reduce productivity.

Build morale by achieving goals. 

Team building exercises are great for building morale and making each member of your team feel more comfortable around their colleagues. However, they’re quite a time consuming exercises that can often distract from other goals and objectives.

One of the best ways to improve your team’s morale is to focus on achieving goals, gradually expanding the scope of each goal as the last one is achieved. This makes your team members feel more confident as their track record of success grows.

Can you split your large goals into several smaller goals? Breaking down objectives is a great way to help your team make gradual progress that improves morale and inspires confidence and success, increasing your team’s ability to work efficiently.

Small team? Try working remotely. 

Have you considered managing your team remotely? Remote teams – teams made up of people that work remotely or from home – can often be far more productive than centralized teams that work together in an office environment.

Many of the world’s leading businesses have made use of remote teams to achieve objectives at a low cost. Reduced overhead and the ability to collaborate between locations are just two of the significant benefits of managing a remote team.

Can your business become more efficient by working remotely? If your team has the potential to work from different locations to achieve its goals, consider using a work arrangement to improve morale and strengthen your team’s bond.

3 Ways to Provide Actionable, Helpful Feedback That Improves Performance


Giving helpful, constructive feedback can be surprisingly difficult. While it’s easy for most people to work out how a behavior or process doesn’t work, turning this into a piece of advice that’s actionable and helpful is rarely an easy process.

Despite this, giving feedback is one of the most important aspects of building a great team. Without feedback, it’s impossible to know where and how to improve and put the changes into place that required to develop and get better.

Luckily, it’s possible to provide actionable, helpful feedback to colleagues and team members using a few simple techniques. Apply the three tactics below to give your colleagues and employees helpful feedback that they can use to improve.

1. Make sure your feedback is relevant, timely and specific. 

The best feedback ticks three boxes: it’s highly relevant to the task or situation that’s at hand, it’s delivered at the right moment to help the recipient, and it’s very specific and directly applicable.

Does your feedback meet all three criteria? Many people give great advice that’s not relevant to the situation, or they deliver the right advice at the wrong moment. Lots of great advice is given that’s also too general to put into practice.

Giving relevant, timely and specific advice makes your feedback more valuable than any other messages your team members or employees receive. It gives an employee the chance to directly implement your advice and improve a specific situation.

Before you give advice, make sure that it ticks all of the three boxes above: it’s highly specific, timely and relevant. When all three conditions are met, your feedback is far more likely to have a positive effect on your employees or team members.

2. Be positive, and ensure your feedback has a constructive tone. 

It’s easy to sound overly negative when you give feedback. Because of tone, it’s quite common for people to interpret positive, constructive feedback as an insult or mean, negative statement about their job performance.

Because of this, it’s important to make sure that your feedback is always built to be positive and constructive. Great feedback should give people valuable help, and not feel like it detracts from their abilities or belittles them.

Before you give feedback, think about how you would react if you were the recipient instead of the giver. Would you view it as a helpful piece of actionable advice or as a personal insult or complaint?

Phrasing, tone and word choice can have a huge impact on the way your feedback is received, even if it doesn’t change its content much. Before you give any advice, use the above test to make sure the recipient isn’t likely to misinterpret your feedback.

3. Be consistent, or else your feedback is largely meaningless. 

One of the most common complaints of disgruntled or frustrated employees is that their bosses simply don’t listen to them. When you give inconsistent feedback, it’s extremely difficult for your employees or team members to know what to do.

As written above, great feedback is relevant, timely and specific. It’s also consistent, with great feedback maintaining the same message no matter how or when it ends up being delivered.

If you deliver inconsistent feedback to an employee, it becomes difficult for them to know how to improve. This is particularly true if several people each provide their own contradictory feedback on how a person, task or project could be made better.

When you’re part of a team, ensure you all have the same goals and can deliver the same key messages in your feedback. As an individual, make sure you stick to one message and remain consistent when you offer feedback to your team members.

4 Simple But Effective Ways to Improve Employee Morale


Morale is one of the most important factors in creating a highly motivated, efficient and productive workplace. No matter how great your process might be, it’s unlikely that your team will make progress if morale and confidence is low. There is a massive amount of content about raising morale available both online and off, some of it extremely useful. However, many morale raising tips aren’t helpful for most businesses or are prohibitively expensive to implement.

Luckily, raising morale doesn’t need to be an expensive process, not does it need to be something for which your business implements huge changes. The four tactics in this guide will help you raise morale and create a more productive workplace.

1. Reward employees for excellent performance. 

It should go without saying, but most people will perform at their best when there is an incentive for them to do so. From commission systems to bonuses, offering some kind of reward for performance is a great way to raise morale and motivate people.

Rewards work for several reasons. First, they provide an obvious financial incentive for good performance. But they’re also psychologically beneficial, as a reward shows employees that you pay attention to their work and reward it when it’s excellent.

Many employers believe that commissions and bonuses need to be large in order to have any positive impact. The reality is that even a small incentive to perform well is hugely beneficial, as it provides team members with personal acknowledgement.

Does your business or organization reward great performance? If you need a way to motivate your team to achieve at its best, consider implementing a program to make sure employees receive a reward when they do well.

2. Make yourself part of the team and show that you care. 

Many people feel as if their contributions to a business go unnoticed, either because they’re difficult to see as a result of their specific job, or that they get lost in the giant amount of activity that can occur in a large business.

As their contributions go unnoticed, they feel less engaged with their job and far less likely to work passionately. Their productivity, and their connection to their job, can slump as a result of these feelings.

The key to motivating employees and raising morale is to make it clear that you care about their work. Make yourself part of the team and get to understand what each of your team’s members contributes.

The greater your understand of each person’s job and contributions, the more you’ll be able to recognize when a certain person has provided value to your business, and the easier you’ll find it to acknowledge their success.

3. Don’t focus purely on results – let employees be creative. 

Some businesses treat their employees like commodities, viewing optimal efficiency through constant work as their primary goal. They ignore the importance of creative thinking and structure their workplace for work, work and more work.

The end result is often poor productivity, low morale and talented people that feel starved of any opportunity to work creatively and put their ideas – which are often many – into practice.

Many of the world’s most productive and successful companies, paradoxically, aren’t all that focused on productivity. Instead of focusing on maximizing their workplace output, they let their employees creatively tackle the situations they face.

Do you give your employees the space they need to be creative? When you give your employees an opportunity to communicate and implement their own solutions, the results are often positive not just for morale, but also for your business as a whole.

4. Focus on the small changes that make all the difference.

Small signs that you’re involved in your team can make a big difference, especially in the modern work environment. From one-off perks to days out of the office, a small, interesting event or addition to your office can often have huge positive effects.

For example, if your team has to work around the clock to achieve a target and can’t spend much time out of the office, bring the comforts they’re used to into the office with them through food delivery or an interesting presentation.

If your team starts work early in the morning, start a morning coffee run to ensure everyone is perked up for the day. If you work with the same team all day, order a set lunch so that you can dine and chat together at the middle of the day.

Small ways to improve the workday can have a big impact on your team, and go an incredibly long way to building strong bonds. What small changes can you make to strengthen your team and improve employee morale?

5 Tips for Writing More Detailed, Effective Job Descriptions for Your Business


Writing a good job description can be a challenging process. It requires a deliberate balance between providing enough detail to draw in great candidates without using so much that people aren’t engaged or interested. Is your business writing job descriptions that are as good as they could be? If not, it could be missing out on attracting high quality applicants to fill open positions and provide real value.

If you’re interested in improving your business’s job descriptions, doing so could be as simple as making a few small changes to your writing style to better define your available jobs and attract higher quality applicants.

From identifying the most important skills to reading listings from your competitors to learn more about what’s already working, read on to discover five tips for writing more detailed, effective job descriptions for your business.

1. Define the key skills the job requires. 

What are the key skills and competencies that prospective employees need to have to fill your available position? Your job listing needs to clearly communicate any and all essential skills in order to avoid attracting unsuitable candidates.

Start your job description writing process by noting the four or five most important competencies for prospective hires. Then, when you’re writing the listing, use these as key points in each section of your copy.

You can list essential skills and competencies in bullet point form, or include them in your job description. The key point is to make sure they’re included, as they play an important role in defining the type of candidate you’re searching for.

2. Outline duties and responsibilities. 

What duties and responsibilities does the role require? What will the future worker be responsible for? What are the key points of the job that will require the most time and attention?

As well as outlining the key skills the job requires, it’s important that you outline the duties and responsibilities that the person you eventually hire will need to deal with as part of the position.

Just like with the key skills and competencies the job requires, you can list duties as bullet points or provide a longer description of the work involved in the role, giving prospective applicants more information on the position.

3. Be fun, but use familiar terminology. 

Job listings often tend towards the extremes: they’re either extremely bland, written using dense corporate language and buzzwords, or so casual and lighthearted that it can be hard to tell exactly what type of job they’re describing.

The best job listings strike a balance between the two extremes. They’re easy for the prospective applicant to read and understand, but heavy enough on the details that it’s immediately clear what the job entails and what skills are required.

From using too many buzzwords to avoiding the essential details of the job, it’s vital that you choose language that doesn’t affect your listing’s usefulness. Stick to simple, familiar terminology that your target audience of applicants can easily understand.

4. Talk about the relationships involved. 

What relationships are involved in the position? Every job requires working with other people, and it’s important that prospective applicants understand who they will be working with as part of your business.

As part of your job description, list the people that the prospective applicant will report to – for example, a manager or executive – as well as the people that they’ll spend most of their time with as part of their job.

This is important because it helps people understand how they will fit in as part of your business. Listing important relationships also defines the job and attracts an audience of people who already have experience in similar positions.

5. Make sure you’re being realistic. 

Are you asking for too much? Many job descriptions include long lists of required skills that, while fantastic when available, just aren’t possessed by the majority of job seekers.

One simple way to ensure you aren’t being unrealistic in your job description is to look at listings from competitors. Are your competitors demanding in their lists of skills and competencies, or are their listings more concise?

It’s important to define who and what you’re looking for. At the same time, however, being too selective about the skills your job requires could result in you attracting a far small audience of applicants and struggling to find a good candidate.

4 Performance Appraisal Mistakes That Can Hold Your Business Back


Do you know how well each of your staff members is performing? Reviewing your employees’ performance through appraisals (also called performance reviews) is a great way to keep track of the people responsible for your business’s success. When done right, performance appraisals let you gain a deeper understanding of each employee’s role in your business, the specific challenges they face, and their work abilities.

When done wrong, however, performance appraisals can give your key decision makers little useful information on how employees are performing and result in employees feeling as if they aren’t being graded fairly or truly appreciated.

Worse yet, when completed ignored, a lack of performance appraisals can result in your business losing track of how each employee contributes to its overall success.

Would you like to make your business’s performance appraisals more effective in achieving your objectives? Read on to discover four common mistakes that may be holding your performance appraisal process back.

1. Not sharing important information with employees. 

It’s essential that you provide important information to employees as part of your performance appraisal process. The reason is simple: employees need to know the way that they’re perceived and viewed in order to work their best.

Many managers make the mistake of leaving suggestions and improvement ideas out of their performance appraisal process, often to avoid offending an employee through sharing ways in which their performance could improve.

Instead of only sharing positive feedback with employees, be open about areas in which employees can improve. This prevents employees from receiving an overly positive assessment that doesn’t always match their objective work reality.

2. Not providing actionable feedback and suggestions. 

Does your performance appraisal process give employees actionable feedback that can be used to improve their performance, or does it simply offer vague suggestions that are hard to implement?

Many performance review processes are built around vague metrics of success and failure that can’t be tied to actionable improvements. As such, employees only gain an understanding of how well they’re currently doing – not how they can improve.

Instead of simply reviewing an employee’s performance in broad terms, make sure you provide actionable, effective feedback and suggestions that employees can use to improve their workplace performance and generate better results.

3. Assessing performance based only on recent events. 

One common performance appraisal mistake is letting recent events – for example, a missed sales opportunity or a mistake at work – create an overly negative picture of an otherwise talented, effective and productive employee.

It’s also possible to let recent events – for example, a closed deal or a recent success at work – create an overly positive picture of an employee that, recent events aside, may not be achieving at their very best.

Instead of only looking at recent events to form an opinion of an employee’s work performance, look at both recent and past events so that you gain a full picture of how an employee carries out their role within your business.

4. Not providing praise when employees perform well. 

It’s important to point out an employee’s mistakes and provide actionable feedback for improvement. It’s equally important to praise employees when they perform at a level that exceeds your expectations.

Providing praise when employees do well is an essential part of building confidence and encouraging people to do their best. Positive feedback, when it’s deserved, can strengthen your relationship with employees and improve workplace productivity.

Many people wrongly associate performance reviews with negativity – ways that an employee can improve, for example. Focus on positivity in your performance review process and you’ll raise employee morale and create a better work environment.

4 Simple Ways to Make Your Company's Hiring Processes More Efficient


Is your business struggling to hire and retain great people? Hiring talented people to join your business can be a time-consuming process that can have a significant effect on your business’s ability to achieve its goals and objectives. Luckily, it’s surprisingly easy to make your hiring process more efficient, giving your business more time to focus on growth. Small but valuable optimizations to the way your business attracts and hires new people can have a significant positive effect.

Would you like to make your business’s hiring process more efficient and save time finding great people? Apply the four simple tactics below to optimize your hiring process and create a more efficient business.

1. Use an external HR/recruiting consultant. 

Many companies carry out their recruiting work internally in an effort to reduce the cost of hiring new people. Keeping your hiring process internal can save money, but it can also cost your business a significant amount of time.

This time is often better spent focusing on growth and business development. With an external HR/recruiting consultant, your business can focus on achieving its goals while someone else manages its hiring process.

Working with a third party recruiter or HR consultant not only gives your business more time to focus on achieving its goals; it also lets your business benefit from the recruiter’s experience and connections within your industry.

2. Clearly define the available job position. 

What position are you hiring for? It may seem simple, but many employers forget to clearly define the position they’re trying to fill, resulting in a flood of applicants that just don’t fit your business’s needs.

The more specific you can be in your job listing and description, the higher the total quality of applicants you’ll attract. Being specific filters out people that don’t suit the job while making the opportunity more attractive for high quality applicants.

Instead of preparing a short job description that doesn’t adequately explain the type of employee you’d like to hire, offer a greater amount of detail so that you attract the best applicants to your business.

3. Test candidates as thoroughly as possible. 

Although testing candidates slows down the hiring process, it can save you a great deal of time – and money – that would otherwise be spent hiring someone that may not be a good fit for your business.

It’s far better to screen out bad applicants early through a thorough hiring process than to end up with employees that aren’t good matches for your business. Because of this, it’s important that you test prospective candidates quite thoroughly.

From technical tests to interviews, reference checks and more, take your time and ensure you’re hiring the very best. An extra day of research during hiring can save your business a significant amount of time and money on the whole.

4. Once you’ve hired, create systems for the future. 

The key to running an efficient business or organization is turning one-off processes into repeatable systems. The more you can systematize the hiring process, the more efficient it will become when you need to hire other employees in the future.

Treat your first major hiring process as a learning experience – an experience that your business can use to build repeatable systems in the future. Take note and look at the aspects of the hiring process that challenged you the most at this point.

Once you’ve completed the hiring process for one employee, turn the process into a step-by-step system that can be repeated in the future. This will result in your next hire taking significant less time, as well as potentially costing far less.

Finding Reliable People: 5 Ways to Make Sure Job Applicants are Reliable Choices


From small businesses to large companies, every business – or every organization – is only as good as its employees.

When your business is built around reliable, highly skilled and professional people, progress and results come easily. You can’t grow any business by yourself, and it’s essential that your team represents your business’s values and goals.

Are you searching for reliable people to add to your team? Recruiting people that aren’t just skilled and talented, but also extremely reliable, is one of the toughest aspects of growing your business.

Luckily, it’s possible to screen your applicants for reliability throughout the hiring process, from receiving their resume and cover letter to interviewing them for the position.

Read on to discover five ways to ensure your job applicants are reliable, talented people that will add real value to your business.

1. Look for a history of great performance. 

Do you know the saying “the best indicator of future behavior is past behavior?”

The most effective way to narrow down your hiring pool to highly reliable people is to look for applicants with a great past. From a reliability perspective, this makes it important to look for people that have a history of consistent, high quality work.

Have you received job applications from people that exceled in their past jobs? Do any of your applicants have stellar references and recommendations? People can and do change over time, but top-performers often work very consistently.

If you’ve noticed outstanding resumes in your list of applicants, prioritize them, as an excellent job history is often an indicator that someone will perform well in their position within your business.

2. Make sure they’re a good match for your company. 

Company culture is one of the most important yet frequently ignored aspects of the hiring process. A candidate with a fantastic background that doesn’t match up with your company culture may not necessarily be a good fit.

The reason is simple: people typically perform at their best in an environment that they feel comfortable in. Someone accustomed to a slow, relaxed work environment may not excel in a fast-paced, high-stress, results-focused work environment.

Don’t just screen applicants for competence and reliability – also screen them for a culture match. If an applicant has a great resume but seems out of place within your business, they may not ever feel comfortable enough to perform at their best.

3. Avoid people that jump from one job to the next. 

Highly talented people often don’t spend much time at each job before moving on to the next. No matter how talented someone may seem, it’s best to avoid hiring serial “job hoppers” to work within your business.

Although applicants with a long history of short periods at different jobs may have great skill sets, their history shows that they could jump on to the next job as soon as a better opportunity reveals itself.

If you’re interested in hiring someone with a history of moving from job to job at a rapid speed, it’s important to be aware that you may need to deal with them moving on to another employer in the near future.

4. Value positivity – it adds value to your business. 

Some people are highly talented, professional and dedicated, but have a negative or pessimistic attitude that wears on their coworkers. It’s often far better to hire highly positive people than to choose a more talented person with a negative attitude.

Many businesses thrive on energy, and a candidate with limited energy and a low-motivation mindset – no matter how talented and effective – can have a negative effect on the performance of your entire team.

This is ultimately part of hiring people that match your company’s culture. As well as being a good fit for your work environment, it’s important that the people your business hires are a match for its attitude, outlook and energy level.

5. Write your job description to prioritize reliability. 

If reliability is essential – as it is for most important positions – you should write your job description to emphasize how important a dependable person is for your business.

Doing so will reduce the number of people that apply for your job, but it will also screen out most (but not all) applicants that view your business simply as a point that can be used to jump to a more lucrative opportunity.

5 Practices for a More Effective HR Compliance Audit


From accountancy to marketing, auditing your business’s practices is an excellent way to ensure you’re working as efficiently, effectively and in compliance with the law.

By carrying out HR audits on a consistent schedule, your business can ensure its HR department is focused on achieving its goals and following established practices and procedures for successful, legal conduct.

Regular HR audits also reduce the risk of your business facing a lawsuit brought on by inappropriate or non-compliant HR processes. This makes the costs of an audit – mostly the time involved – an extremely small price to pay for legal security.

Is your business preparing to conduct its first HR audit? Whether you’re conducting a regular HR audit or preparing for your business’s first, read on to learn five ways to make your HR compliance audit process more efficient and effective.

1. Use checklists for each aspect of your HR audit. 

One of the most challenging aspects of an HR compliance audit is keeping track of what work has been completed, what work is still to be completed, and what tasks are likely to demand a significant amount of your team’s resources.

Checklists are helpful audit tools that allow your team to easily keep track of where it’s currently operating, what it’s already completed and which priorities remain to be achieved.

Create checklists for each aspect of your HR audit – from checking records to using up-to-date practices – so that your entire HR team can accurately measure all of its progress as it makes its way through the compliance audit process.

2. Work according to your HR conduct manual. 

Does your company have an HR conduct manual? Your HR conduct manual should clearly document the rules and regulations – as well as guidelines – that your HR department should follow as part of its decision making.

A high quality HR conduct manual provides frameworks for your HR department to work within, making it far easier for members of your business’s human resources team to act consistently across cases.

Although this may not be a high priority during audit time, it’s extremely important for minimizing the amount of time your business needs to spend on each audit and streamlining the process of HR management.

3. Locate areas for change, then start prioritizing. 

One of the most important aspects of any HR audit is identifying problems that have arisen within your HR department, then working out how they can be solved using a variety of methods.

A challenging aspect of this process, however, is working out which issues deserve the most attention. How should your HR department prioritize its time to solve the problems it faces as efficiently as possible?

Once your HR team has identified major issues and areas for change, create specific priority lists so that it has clear objectives to work to, allowing change to be made as quickly and effectively as possible.

4. Make reporting and recording key priorities. 

The better your HR department’s documentation, the easier it is to complete an HR compliance audit. In-depth, detailed documentation of processes and events is also key to ensuring your audit achieves actual change instead of just cosmetic change.

Not only does thorough documentation give your human resources team the data it needs to make smart, effective decisions – it also protects your business in the event you face a lawsuit or noncompliance claim.

Recording events, meetings and other HR-related information may require a more focused effort in the short term, but it offers significant long-term advantages for your HR department and your business as a whole.

5. Stay up-to-date on new HR laws and regulations. 

More than many other areas of your business, the HR department is subject to laws and regulations that change frequently. This makes it essential that your HR team is completely up-to-date on all of the relevant regulations it needs to comply with.

As part of your HR compliance audit, ensure that your HR department is 100% up-to-date with all recent changes to HR law, particularly the changes that could have the most significant impact on your business’s human resources practices.

Like record-keeping, remaining up-to-date on HR regulations is a demanding and intensive process. However, it plays a major role in ensuring your business is not subject to legal action as a result of outdated HR decisions.