There are now millions of vacancies published on the Internet for specialists who can build a successful career while remaining humanitarians to the core – HR people. What skills it should have, where to study for it and what to prepare for.
How Does HR Differ from a Recruiter?
The recruiter looks for candidates for open positions, communicates with the team lead and hiring manager, writes a job description and interviews candidates. When a candidate accepts an offer, the recruiter’s work ends. The selection can be carried out by a recruiter, sourcer or HR company . Recruitment is included in the list of HR competencies. Also on this list are onboarding, personnel assessment, communication within the company, building a corporate culture, working with benefits, and implementing training programs.
Soft skills for HR
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Communication skills are the most sought-after skills in HR jobs. The leader must represent the interests of the business for employees and the interests of employees for management. Therefore, you need to be able to communicate with different people and listen to them carefully, and ask leading questions. Competent speech is important: HR must captivate the candidate with a story about the company.
Another useful communication skill, according to Indeed, is the ability to establish contacts. Especially with candidates who have so far had to be rejected. How to do this? Personalize the letter, focus on the small positive aspects of your communication, highlight the specialist’s strengths. Former candidates may be suitable for your future openings.
Be able to deal with conflicts. This could be a conflict of interest within the company, a conflict between employees, or a conflict between you and the hiring manager. It is important for HR to understand different opinions and convey the priority . That way he can explain why the solution he proposes is in the interests of the company and employees. Conflict resolution strategies can be used. There are some working options. For example, try to distance yourself from the situation and not put pressure (otherwise the other party will begin to insist on its own even more) or find a common goal and focus on it.
Other useful soft skills are empathy, proactivity and the ability to work in a team. Empathy helps build long-term, high-quality relationships. And proactivity helps you act in accordance with principles regardless of external factors.
HR-Specific Skills
The ability to communicate and get along with people, which is usually considered a soft skill. It is a must in the HR profession. Therefore, there are no hard skills in the usual sense in the profession, but there are HR-specific skills:
1) Human Resource Management is one of the key skills. It includes onboarding, employee adaptation, measuring engagement indicators and other skills. To learn how to manage personnel, you need to learn everything about personnel in your company. You need to learn how to fill out job descriptions, understand recruitment and selection methods, and be able to evaluate personnel. It is important to understand the compensation and benefits system. Because you will be coordinating this too. LinkedIn has a special course on managing compensation and benefits. Software such as Excel is often used for this. LInkedIn has a training course on Excel. You also need to be able to use special HRM systems. They help not to lose information about candidates, create employee databases and automate documentation and reporting.
2) Recruiting is how you attract new employees to the company. There are several courses on LinkedIn about different types of recruiting. For example, there is a course on recruiting inside LinkedIn, a course on recruiting on social networks, a course on how to become a technical recruiter, there is also a course on the basics. The specifics of selection are one of those skills that are best learned in special courses for IT HR.
3) Knowledge of labor legislation is a big plus. You will be able to correctly answer the candidate’s questions about the design and offer him several options if your company, for example, works with IT specialists from different countries. In addition, many countries have prohibitions against discrimination in hiring. Knowing these subtleties will help you write job descriptions correctly.
4) Skill-based Interview. This skill helps to correctly construct questions during interviews with candidates and employees to test soft and hard skills.
5) Be aware of current and emerging trends not only in the field of IT HR, but also technology and work culture.
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6) Know everything about the business you are going to work with. How the company makes money. What product it makes. How it differs from the same competitor’s products. What departments there are and what exactly they do. How their work affects the company’s business. When HR communicates with candidates, he should be able to tell not only about the company’s product and main projects, but also about internal processes, the company’s direction of movement, plans, etc. Know the staff, positions, bonuses, understand how a person can influence his income: how often salaries are revised, what factors influence the increase. All this information is needed to create an HR strategy.
You need to be able to work online and at the same time assess the emotional state of the team. This can be challenging, especially when the team is working remotely across multiple countries. Usually in such situations, HR people hold more meetings or one-on-one calls, conduct personal correspondence in instant messengers and communicate more often in chat: maintaining a dialogue, asking about mood, life periods, that is, everything that would happen offline at lunch.
