December 2003

Is Your Human Resources Professional A True Practitioner?

C2B is in 3 sections this month:

1. Introduction

2. Levels of Qualification

3. Conclusion

The other day I was reading the local newspaper
and in the employment section an HR manager stated
that he would not consider an applicant if a salary
history was not included in the requested items. As a
true HR professional this irritates me.

When someone submits paperwork to HR under the guise of applying
for a job it is the duty of that HR professional to
consider the person. Saying that the person did not
submit a salary history or references is not
reason for disqualifying their application. The
person does not work for you. They are not bound by
your rules. There is no federal, state, or
local law dictating information needed to apply for a
job using a resume.

Some HR managers say that they have too many
resumes to review and this is a way to disqualify some
of them. Based on whom is being hired and running
U.S. companies disqualifying someone for not having a
salary history is not good enough. Reviewing resumes
is your job. Whether it is 100 or 1,000 that is your
job.

Currently, a high number of HR divisions and departments without
qualified personnel with HR degrees exist. They include the Vice President,
Director, Manager, Generalist, and Specialist. They do not
understand laws, regulations, policies and so forth.

Everyone in HR should have a degree in HR and once you
make it to the generalist level, a master’s degree is
needed. The point being, if your HR department is not
in order and over 98% of the people who work for the
organization come through HR then this just may effect
the companies bottom line.

There is a saying that the best person qualified
for the job rarely gets it. This saying should not
exist. When HR reviews applications/resumes either
you are qualified or you are not qualified.

There are three levels of qualifications:

v Qualified-Meet the general requirements

v Highly qualified-Exceeds some of the requirements

v Best qualified-Exceeds most of the requirements

From the best qualified their should be 3 applicants
and depending on the position no more than 5.
Interviewing 10-15 people for one position is a waste
of 9-14 individual’s time and your time that is supposed
to be so valuable.

H.R. professionals should follow-up on who is
hired based on the applicants sent to the hiring
manager. Unless the person who is best-qualified
refuses the job based on salary, travel, etc; you
should go down the list. H.R. departments need to
review hires if for nothing else to deter lawsuits.

Currently, there are so many more issues with HR departments
that it cannot all be covered in this newsletter? I suggest that you contact Dwayne D. Jakes & Associates Management Systems, LLC concerning training and workshops for your HR staff to improve your bottom line. Thank you to Rodger L. Smith. He is Co- Author & CEO of Smith Consulting Group.

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“C2B” Consulting-to-Business is a free, monthly, electronic newsletter written and published by Dwayne D. Jakes, D.B.A., Founder & Managing Director of Dwayne D. Jakes & Associates Management Systems, L.L.C. Past Columns are archived at

http://www.ddjakes.com

Copyright December 2003, Dwayne D. Jakes & Associates Management Systems, LLC. All rights reserved. Reproduction is prohibited. We encourage sharing “C2B” Consulting-to-Business in whole or in part if copyright and attribution are always included. Distribution and Reproduction without attribution prohibited.

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