HR Also Means Being Brand Conscious

I find a few things very annoying. This has to be one of the top reasons why people dislike HR professionals. They could be so un-cultured, sometimes.

photo: courtesy of hrsystems.blogspot.com

photo: courtesy of hrsystems.blogspot.com

I got some information about a possible internship from a senior personnel of a  reputable professional body. He gave me a call, sent me the relevant contact details and suggested that I gave ‘his source’ a call considering I had quite a number of questions he didn’t have immediate answers to. I did and it wasn’t until after the third call and a text message that I got a response text requesting me to send my resume to an email address.

It’s an internship position and I had someone in mind for it. Being the detailed person that I am, I needed further details to enable me answer any possible questions I may in turn be asked. Logic dictated that I called back to find out whether or not it was the sort of thing she would be interested in, but most importantly, to learn more about the role that was being offered as well as to determine if it would be a possible fit.

At the other end of the phone line was an irritable (almost boarder-lined rude) person who practically rushed me off the phone with the words “I sent you a text didn’t I? Send a mail and I’d get back to you.” I found it to be very rude and quite unprofessional.

This is where HR personnel  tend to miss it! It is common place in Nigeria for employers to see employment as a one way street where they get to sort, choose and discard with the other party having no other role to play but to simply await their fate. It’s high time they are reminded that the employment process is a transaction and like every other transaction, there are two parties with each either trying to sell or buy.

Implication for HR:

At the core of the HR professional’s mind should be a consciousness to promote business strategy and not the reverse.

  • In today’s business world, the image of itself that an organization projects to the public is crucial to consistently remain competitive and maintain goodwill. Consequently, I’m of the opinion that organizations need to make a conscious effort to ensure their employees are all on the same page with respect to organizational culture and values -not just rhetorically, but in deed.
  • It’s important for employees to be constantly made aware that they are ambassadors of their respective organizations and their actions or in-actions inadvertently add up to impact brand popularity and vice versa. When an organization is disliked, it isn’t entirely anything the entity has on its own done. Often, blame lies with the employees who have refused to use contact with the public to his/her advantage. Always remember that in the eye of the public,  the employee is the organization!
  • I believe its good practice to be helpful. To take the time to respond to inquiries politely. Don’t get stuck in the rut -allowing yourselves be misled by the saturation of labour markets, ailing economy and pressures for job security that employment is simply a one-sided transaction. Believe it or not, candidates do have a choice! Sooner or later, even the ones who settle will eventually exit at the slightest glimpse of an opportunity elsewhere.
  • Be sure to bear in mind that even if the applicants didn’t get the job, they have formed an opinion. You need to remember and understand that the interaction they’ve had with you may translate into them being displeased/potential customers, clients or stakeholders who could in one way or another grow or tarnish the image of your brand.

“It is worth noting that organizations should staff their specialist units with true professionals. Just as the finance departments are staffed with finance & accounting professionals, HR should likewise be staffed with HR professionals, instead of mere HR personnel” -Demola

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