Greetings!


I was recently with one my “C” level clients and got into a discussion of employee retention and using me as a retained recruiter. The conversation (by him) quickly moved to the HR department and his displeasure. I almost didn’t believe my ears when he described he Human Resource department as pure overhead expense plus a few other negatives.

Please read on and Enjoy!

George

A conversation like this, seems to play out in hundreds of businesses every single day

Because he and I have successfully done business together several times in the past, I made a conscious decision to put my employee retention hat on and come to the aid of HR folks. I pointed out to him that most companies (his included) lay the following responsibilities directly onto the HR Director and their staffs’ shoulders:

Recruiting, Retention, Compliance, Safety, Drug Free Workplace Issues, Benefits, Compensation, Community Events, Disciplinary Counseling, Sexual Harassment Issues, Hostile Work Environment Issues, Job Offers, Terminations, Exit Interviews, New Hire Paperwork, Scheduled Performance Review Paperwork, Handbook Policies And A Confidant To You…..and now you tell me that you view this department as direct overhead line item to your P & L? Do you really mean that?

I will tell you ladies and gentlemen that after a 2 ½ hour gut wrenching and sometimes professionally heated discussion he said to me; “…. You are one of the few people that could get away talking to me like this. But after listening to you, I have to admit that I have in all probability misaligned my thinking about our HR staff. So tell me Mr. Employee Retention Specialist, how to I fix this relationship between me and the HR team?” Fortunately, the light had come on in his head and we set the healing process in motion.

I tell you this true story because it is played out every day in businesses. My relationship with the HR department as a retained recruiter and/or retention specialists is one of a business partner not as an adversarial relationship. Are there bad apples in all industries/job titles? Of course, but the companies that thrive, seem to willing share respect to all team members beginning at the highest level of management or ownership. If it is not demonstrated there, it won’t be demonstrated throughout the organizational chart of team players.

I sincerely believe what I’ve told here so much so that I even have an Open Letter To HR Professionals on my website. The occupation of Human Resource Professional truly ranks in the top five. Be kind to each other and keep on doing what you do best…. people management.

Regards,

George F. Mancuso, CPC, CEO
Client Growth Consultants, Inc. George@ClientGrowthConsultants.com