Desired Competencies for Today’s HR Consultants
In addition to possessing advanced business and human resources skills and knowledge, successful HR consultants, We also possess a number of competencies:
We are sure of our abilities in the areas of imparting our wisdom and know-how on others.
Theoretical & practical knowledge
We have the experience necessary to understand what solutions have worked in the past and about how to improve upon past mistakes.
Ability to explain ideas and concepts in a simplified manner
We understand complex ideas in HR, thereby simplify and explain problems and solutions in terms everyone can understand.
Ability to improvise
Because organizations are always evolving and changing, We are able to foresee and implement multiple solutions.
Excellent listening skills
Before solutions can be discovered, problems need to be fully understood. Therefore,, We carefully listen to the needs of our clients as to implement solutions that address their specific needs.
We work effortlessly to be able develop a strong relationship with their clients, and to do so they must display integrity as to build trust
We review organizational structures, conduct job analysis and evaluation and HR audits
Recruitment & Selection
We help clients achieve flexible, cost effective and objective hiring solutions. We also provide guidance in designing of appointment letters and employment contracts
We design and provide consultation on the employee performance review process
We design and/or update/revise a comprehensive employee wage and salary program
We advise on changes in employment laws, rules, regulations and guidelines and their impacts
We create a customized employee policies and procedures handbook, the hiring process is the process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks, test candidates, interview selected candidates
Reading each application that is received to determine whether the candidate possesses the skills, education, experience or other qualifications needed for the job n then separation of those candidates into who will be interviewed and who will be retained on file for a period of time.
This involves testing candidates for job skills or knowledge to determine whether the candidate is qualified for the position. Tests might include personality tests, skills tests and physical tests. Several candidates are chosen and for testing. Once we receive the results of the testing, we narrow down the selection to fewer candidates.
This is a meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job. Although testing provides us with a good idea of whether the candidates would be right for the job, the face-to-face interview will tell us more about the candidate, like personal hygiene, timeliness and manners. Once the interviews have been completed, candidates will be selected on the basis of the results of the testing and the interview. This step will narrow the pool of candidates down even more. A set of pre-determined criteria is developed and may include skills, knowledge, experience and education.
Choosing a candidate
This is done by comparing the candidate’s qualifications to a pre-determined list of qualifications or criteria necessary to perform the job. Sometimes the candidate selection is done by one person. Sometimes a committee peruses the applications and interview notes and makes the decision. We carefully review the interview notes and test results for all of the candidates and make the final decision.
Once the right candidate is chosen, background checks and reference checks are necessary. Performing background checks generally involves checking a candidate’s credit score, criminal record, education record and military record. These checks are done to verify that what a candidate states on his application is actually true and can be verified. If a candidate does not provide truthful information or lies about any of the information he includes in his application, it is generally grounds to rescind the job offer.
Reference checks: This involves contacting references, who are usually professional acquaintances that the candidate worked for in the past. Some common reference check questions are length of employment, salary, work ethic and reason for separation.