How to Update Your HR Practices for Better Hiring Success

Most companies strive to be innovative. They commit to developing the latest products, cutting edge services, and industry leading solutions.

And yet, as human resource and staffing specialists in Kansas City, Morgan Hunter knows when it comes to HR, they’re still operating in the Stone Age. This becomes a problem not only when trying to attract quality talent, but retain them as well. Why? Because those outdated practices and policies can seriously impact your employer brand.

So what are some key areas to focus on when bringing HR practices at your company up to date? Here’s a look at three:

The Dress Code

Suit and tie used to be standard in the workplace. Today, though, that’s simply not how people dress. Clearly, you want your team to look professional, especially when they’re meeting with clients. But leave a little room for interpretation.

You hired smart people (hopefully!), so let them make their own decisions about what to wear. Loose guidelines are fine. After all, you’ll always have that one person showing up in flip flops in summer. But don’t dictate every permissible piece of apparel – unless, of course, you want to insult your staff.

The Annual Performance Review 

Evaluating employee performance is just as important today as it was in the past. The difference is that long ago many companies simply conducted annual performance reviews, typically at the end of the year, and called it a day. Supervisors went through a check list to assess their staff, not investing much time or effort in truly managing performance.

The difference today? Your staff wants feedback, lots of it. That doesn’t mean you need to conduct performance reviews each month. What it does mean is that communicating and giving input to each team member should be a regular part of your day. When they do something right, praise them. When they need to improve, talk about it. Don’t wait until the end of the year to handle this all-important task.

The Attendance Policy

What’s wrong with 40 hours a week, 9 to 5,  and a 1-hour lunch break? Nothing, except that today’s top recruits – and not just the young ones – are demanding a more flexible work schedule. When choosing between a job offer from your company, and one from another that offers telecommuting and flexible work opportunities, guess which one they’re going to choose?

Trust your people to get their work done – whether it’s at home at 7 a.m. or on-site at 3 p.m. – and they will. In fact, they’ll be happier and more engaged when they have more control over their work schedule.

Need more help bringing your HR practices into the 21st century? Call Morgan Hunter. Our human resource and staffing specialists in Kansas City can help you develop policies that attract and retain top talent for your company, so you can achieve your organizational goals. To learn more, contact us today.