This month we had the pleasure of interviewing Melissa Martin, HR & Recruitment Professional and co-founder of The Clarity Group, a boutique HR and Recruitment consultancy
Melissa highlights some of the advancements that have been made by HR in more recent years, however also shows that HR still has a tough road ahead of them, particularly in the current climate. Her advice for businesses is to motivate employees through “open and regular communication about the state of play.” Transparency is in and secrecy is out, that is if you want to keep employees motivated and retain staff.
1. As someone whose skills and experience span HR, Recruitment, Org Psych and Career Coaching, what do you see as some of the most significant changes in the ‘people profession’ since you first started?
I have seen many significant changes in the ‘people profession’ over my career. One of the more significant changes however is the fact that HR is now being seen as being able to add value in a strategic manner as opposed to being predominately administrative and touchy feely to deal with any staff issues. Having a place at the boardroom table as a true business partner in order to drive change has done a lot for the industry. Having said that however, I also feel there is still a long way to go. Other significant changes I have seen include the increased use of technology in the form of employee self service type models and the use of online job boards or networking sites. This has had a major impact on the people side of an organisation. Individuals are also much savvier and not only do they know their rights but they also know the type of organisation they want to work in and the type of responsibilities they would like. In this respect employer branding is also a lot more significant now.
2. We are still hearing about talent attraction and retention being one of the top priorities on the CEO’s agenda. Do you believe that attitudes have changed by those at the top Boards, CEO’s, Executives and the like viewing HR as a strategic partner?
In the most part I believe the views of Board Members, CEO’s and Executives have changed – although from my experience this does depend on the industry they are in! Most businesses see the value in having HR at the Boardroom table particularly in the current economic climate; however, whether our views are always heard is another story. I have confidence that things are heading in the right direction though.
3. What has been the best advice you have received during your career and/or the lessons learned?
I have received many words of wisdom from people I respect highly over my career to date. Reflecting on this question however, I think the best piece of advice I have ever received is to be open to opportunities and to never stop developing yourself. By doing these two things I have met many wonderful people and had many great career development opportunities come my way.
4. What keeps you so passionate about working in HR and Recruitment?
Change. The combination of dealing with people and technology provides many challenges within HR and Recruitment! For example, the industry is going through huge change at the moment as we are adapting to the impact technology such as facebook and twitter are having on business. This rapid change creates many interesting opportunities for HR Managers, CEO’s, and Executives as they begin to manage their use within their organisations. And naturally, another reason I enjoy working in HR and Recruitment so much is the opportunity the career path provides to make a valuable difference to someone’s career. I thrive on bringing work satisfaction to those I work with.
5. New media, social networking and the plethora of fantastic technology available to us as Recruiters and HR professionals is wonderful and for some overwhelming. When looking at attracting talent at the Executive and Senior Professional levels, what new technology do you advocate?
In terms of new media and technology that I advocate when it comes to attracting talent at the Executive and Senior Professional levels, it depends largely on the industry. Some of the technologies I utilise and advise clients to consider using include LinkedIn, Blogging and other online sites specific to their level and need (eg sites like Six Figures). I do however also believe that there needs to be balanced mix of utilizing technology with good old fashioned face to face or phone contact.
6. As a HR professional, with a strong HR network, what do you feel is the general mood out there by HR in regards to the current economic climate? How are they pulling through and keeping themselves and their staff motivated?
This is interesting as depending on the industry my colleagues work within, the current state of play varies. Some industries are starting to show signs of picking up slowly however others are still showing signs of worsening. It is difficult to ascertain if we are at the bottom of the cycle yet. Many of the colleagues within my network are adopting similar methods in terms of assisting their Management with pulling the business through. Many have reduced the standard hours of work for their employees, many have asked employees to take extra annual leave and unfortunately some have undergone redundancies. In terms of keeping their staff motivated, the key is open and regular communication about the state of play. Staff development (that is cost effective!) is also important to keep staff motivated and upskilled for when the economy picks up, and the side benefit of this is that it goes a long way towards retaining them!
To speak with Melissa about any HR, Recruitment or Careers related topics, please contact her via The Clarity Group website, www.theclaritygroup.com.au or email – info@theclaritygroup.com.au or call 03 9593 2990
