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It’s not as easy as it sounds. In fact, HR professionals have just as many struggles writing resumes as professionals in marketing, sales, IT and other professions. They have just as many struggles interviewing and searching for jobs as professionals in other fields.

And to make things even more complex, HR professionals are harder on each other, says Twin Cities human resources guru Arlene Vernon (www.arlenevernon.com). There are several reasons for this, according to Vernon, who offers these points to ponder:

1. HR professionals are comparing their own skills, knowledge, and experience to the candidate’s.  There will always be that little voice in our heads saying: What strengths do they bring to the table?  How will I partner with this person? And even, will they be competition for me? 

2. We hold HR people to a higher standard. If an HR person makes a typo, spelling or grammatical error on their resume, it’s unforgiveable!  I recommend that HR professionals have 2-3 people edit their resumes and cover letters before they send them out.

3. Some HR candidates make assumptions that we’ll know what they do, because we’re in HR.  But my recommendation is that you write your resume with all the detail, quantification, achievements, and explanation necessary to get noticed. Don’t exaggerate, but do find some bravado. There’s no room for a “Minnesota Nice” resume.

4. Differentiation is key: In these days when a simple ad will get over 100 responses, you need to stand out. This is increasingly difficult with online applications as well as with the quantity of resumes.  There’s a fine line when adding humor to a resume.  And how many ways can you say, “I have great interpersonal and communication skills.”  Definitely don’t say “I like people.”  That’s too cliché and after so many years in HR it’s probably not “people” in general that you like – not after the zillionth harassment investigation or termination for cause.  I do know that there are times that I read a cover letter and it makes me smile or someone shares something in the letter that makes me think.  And I do read the cover letters, so take the time to write a good one.  Never send a resume without the cover letter – that’s the only place to differentiate yourself.

5. Be careful with salary requirement questions. The last time I ran an ad for an HR person, I got applicants seeking $50,000 - $150,000.  What a spread!   We ended up landing in the middle. But I had one candidate who told me she was flexible. My third or fourth question in any telephone interview is what salary range are you looking for? And I don’t budge.  The candidate will reply asking me for my range.  But I know that trick.  My response is typically “I asked first.”  Of course, if they don’t laugh at my humor, that’s a negative right there.  The reality is that I’m not necessarily playing my salary card – and HR professionals should know this.  Most of the employers I hire for have ranges for the position, but will stretch a little for the right person.  The reverse needs to apply to the candidates.  Sometimes the right job is worth a little salary shrinkage – especially in this market. 

So when asked your range, give a wide range and let the interviewer know whether you’re flexible.  Don’t make huge leaps in your salary requirement.  I’ve spoken to candidates who say, “Well, I was making $100,000, but I’ll take $60,000.”  That’s just scary to me.  I understand the need for flexibility in this market, but I’m more worried about the candidate who discounts their ability and/or self-worth to such a great extent – before they even know what I’m willing to pay.  If I was planning to pay $100,000, now I’m wondering whether the candidate is even worth it.  So tread wisely and lightly.

6. It’s still who you know: Get out there and network. Call close and distant professional contacts.  Tell everyone you know what you’re looking for and why you’re wonderful.  Although I’ve not hired an HR person recently, the last job I filled was a referral from a colleague after I studied, sorted and screened 175 other resumes.  The word of mouth gave me the perfect person for the job.

“Most important in any search – HR or not – is the confidence you exude,” says Vernon.  “Show up strong in your cover letter, email cover, resume, telephone follow ups and handwritten thank you notes. Us HR nerds know when we’ve found a keeper in the pile of resumes.  Be the keeper.”

 

Copyright (c) 2009 Arlene Vernon, HRx, Inc.

The day the problem employee left, she filed a wild, fictitious discrimination claim with the EEOC that one might read about in the newspaper or in a movie. It should never have happened to this wonderful employer.

But it did! Unfortunately, after $1,000s in legal expenses, the employer regrets not having purchased EPLI – Employment Practice Liability Insurance – at a fraction of the cost that the employer has already spent on defending this outrageous claim.

The cost of this insurance correlates with the size of your organization, your industry, and whether you’ve had previous claims. But if you have employees, it’s one of the core insurance products you should have in your arsenal of liability coverage.

Check with your liability provider (or call me if you need references to insurance sources) to see whether they include this coverage as part of your business liability plan or if they offer it as a stand-alone coverage.

Such policies typically reimburse an organization for the costs of defending a lawsuit in court and for judgments and settlements. The policy covers legal costs, whether your company wins or loses the suit. Of course, there are deductibles, coverage periods, maximums, etc. that you want to research when selecting the best plan for you. But this is a protection that no employer can afford to ignore.

The litigious employee is also a good reason to really research as much about an employee before hiring them. This isn’t easy to do, but if you’re figuring that reference and background checks are a waste of time, think again. You never know what important information you might uncover. Just because the person has listed someone as a reference, doesn’t mean that the reference isn’t open about the person’s weaknesses or liabilities.

I’ve often thought that it would be great to create a website listing all the employees that should never be hired again – by anyone! But then I’d need to insure myself for all the lawsuits that would follow. It’s a nice fantasy though – imagine being able to protect other employers from “worst nightmare” employees. They are a very small minority, but as in my initial example, this costly employee had a long-standing practice of false claims and lawsuits against all of her previous employers. Suing employers was her second source of income! If only there was a way to discover this before the expensive hire….

Copyright (c) 2009 Arlene Vernon, HRx, Inc