The power of one-on-one meetings

Until I became a team leader, I had been treating one - on - one meetings as a formal element of work only. In spite of my appreciation for the HR Manager, I didn't usually focused on giving feedback. Nowadays, I believe mutual exchange of plans, priorites between two people provides a great value.

One on one check - in meetings as a professional tool should be a vital part of the performance management process. The conversation which takes 30 - 40 minutes should be held between the team leader and a team member. They discuss the process of reaching work goals, analyzing what is going in the right way and what is needed to change. It's a time to talk about work being done in the moment. On the other hand, it could be an opportunity to build the long - term strategy of work.  The converations should have a regular rhythm and be set in a private atmosphere.

The advantages of regular meetings for the team leader:
- supervising team member's performance of work
- not allowing to forget about mutual plan include short and long - term goals
- reacting on any issues in the right time
- helping to keep people engaged
- making the stronger relationship between people

One on one check in's gives a lot of advantages for a team member:
- helping to understand the role with the strategy of work in the background
- knowing what is going well and what is need to change
- helping to adjust if something going wrong
- signalling that a team member has a important voice in any issues

If you don't forget to have conversations, give feedback, observe and analyze your team's performance, it could be the sign you're on track to motivate people. Without regular one - on -one meetings, both positive and negative feedback is hidden, which could be the worst - unexpected issues could arise.

What an employee's market means to recruiters?

The candidate didn't call back, he was late on the interview (without prejudice) and when finally appeared,  was wearing casual shorts and a strange colorful flippers. Everything without any explanations. Probably recruiters know similar stories. An employee's market suggested that it could be acceptable. However, according to savoir vivre rules you don't expect such a behavior, do you?

Inspite of economic downturn in many industries, the technology sector doesn't follow global tendencies. IT companies are competing in many ways - technical solutions, numbers of clients, their own products and finally financial profits. Obviously,  behind every success people are found. In every day work, I am searching for the best talents, who have right mindset and experience enough to create value for the company. What shouldn't be surprising is not easy for limited number of the experts. If they already haven't good positions, it wouldn't be so hard. Recruiters are offering a lot of perks  (swimming pool at company, beer after 4pm or for dinner free sushi) and competitive salary to make the position more attractive. That's why IT sector is an employee's market.

To be honest, candidate's knowledge, years of experience would be more valuable than social skills and professional approach for some companies. If recruiters are ignoring soft skills, they make a big mistake. Employees who are motivated only by money could immediately leave the company for a more attractive job offer.  Moreover, if a candidate is either rude or extremely self confident and not prepared for interview the alarm system shouldn't stop ringing. The vigilance could be asleep by the circumstances.

Sometimes I am wondering if an employee's market is a blessing or a curse for recruiters? Realizing the risk of using the global situation by candidates which sometimes excused their behaviours is disturbing. Also, it requires more effort on recruiters side to employ candidates. On the other hand,  the limit of the tolerance someone's behaviour is moved. Where the limit should be situated? That's an elementary question. Organizational culture, company's code of conduct and your own limits of the tolerance could be the answer.

What kinds of elements make a professional HR Specialist approach?

My presentation is about the HR Specialist role nowadays. I would like to provide specific soft skills components of personality that could support work at Human Resources field. Although everyone has different, unique personalities I noticed a few factors called predispositions to work in HR enviroment. In  last years  I observed my co-workes, collegues, employers who are connected with HR in many, diffrent ways. My conclusions based on own experience, not from research made by psychologist or sociologists.

Let's break stereotypes. Could you imagine HR Department which run away from people - chiefs, employees, candidates or clients? If it would happend, I hope it would be only a scene from terrible, third class horror movie. Around one year ago, I heard from one of my collegues, Software Engineer:" In the past, I perceived HR field as a group of women who are behind big, indestructible walls, staying away from everyday life, real problems. Now HR becomes open for people needs, start to being more powerful". Those words satisfy me. Moreover, without people our department doesn't exist. It's important to realize that dependence. Working with people (and for people) could be full of challenges. What shouldn't be surprising, comunication and empathy are keys to better understanding, faster getting to know motivations of a human being. Those soft skills support very day work, making life easier  :)

As Human Resources Specialists, we should work on organization's HR branding, trying to present us as a partner in creating the strategy of company's mission and vision, proving our vote is sensible and loud. We should stay open- minded, thoughtful approach in a lot of perspectives. It's not easy.
However some people take opposite side. What shouldn't be surprising is how responsible work it is. Searching candidates isn't everything. It is time to face that trying to reach the best candidates and encourage them to accept our proposition/ job offer isn't peace of cake. We should still learn without break, no matter how long experience we have.

Fortunately (or unfortunately) numbers, statistics, tables are important to measure effects of work. Professional HR Specialists analyze market or types of candidates personalities and understand the power of numbers. For instance, it's a perfect weapon in debates with management board, nothing is more convincing.

HR Heros break stereotypes, which requires some kind of bravery. If you could speak out your opinion without fear of defeat and it isn't just storytelling (your knowledge is elementary), there is a great chance to win any negotiations. Believe me, on the position you would appear many occasions to show your ways of thinking. For instance,  what conference will bring more profits in number of future candidates , how much money we need to pay for a company event  (and why is it so expensive? ;)), why do we recomended the candidate etc. To summarise, being brave enough to speak out (wise) opinions, being creative to resolve problems, to let brilliant ideas come out are truly needed.

Work in HR field has advantages and disadvantages. Independent factors hiding everywhere for everything is focused on people. If you are patient and resistant to unexpected situations, you could win this eneven fight ;).

Summarising, working in HR field means challenges! Same specific soft skills could help to handle it. My experience shows that  comunication, empathy, willingness to learn, courage, creativity, patience and analytical mind (despite of stereotypes) support the role. Moreover, probably allow to do that in a professional way.