Does HR Have a Culture (People) Problem or a Branding Problem
ApplicantPro Author - Lynna Peterson
Lynna Peterson

Does HR Have a Culture (People) Problem or a Branding Problem?

Today, I’m beginning a new series that will hopefully push the boundaries of how you perceive yourself as an HR Professional. What I’m going to be asking of you in the upcoming weeks is actually really simple: I want you to be completely honest with yourself about the role you play and your worth as an employee. What do you have to offer? What skills do you possess that makes you good at hiring/managing people? Does your value extend beyond the bare minimum HR duties you perform on a day-to-day basis?

How do you perceive yourself as an HR professional?

These questions may seem a bit intrusive – especially since I’m an outsider looking in, but they’re really the basis of what we’re going to be exploring for the next few weeks. Hopefully, by the time we finish this series, you’ll have a better understanding of yourself – both on a professional and personal level.

Attract More Highly Qualified Applicants

We spend countless hours researching the most effective, easy to implement, and FREE strategies that will dramatically boost your qualified applicant flow.

A couple weeks ago, I attended a SHRM event where the topic of focus was whether HR really has a people problem or if the misconception surrounding HR, stems from how HR markets themselves. So, what we’re really weighing here is whether we have an HR culture disconnect or an HR Branding issue. Not surprisingly, the SHRM leaders chalked up the opinion that HR is run by a bunch of “old ladies with gray hair” to HR’s failure in promoting an image that is more strategically focused.

And while I think that this notion is true for some HR folks (especially those that work for larger corporations), I don’t personally believe that this is the case for all HR Professionals. That being said, I think this is largely due in part to the evolving role of HR over the years.

The duties and responsibilities that affected HR tens of years ago shares few parallels with the HR of today”

Think about it; the duties and responsibilities that affected HR tens of years ago shares few parallels with the HR of today. One of the primary examples of this is compliance. Think about how much compliance has changed over the years and has also shaped your role. You have a tremendous responsibility as HR affiliates to grow and change at the same rate as the rest of the world and lack of willingness to do so could render your position obsolete. Trust me; I get it. It’s no easy feat.

So what I’d like to do is take you on a journey for the next month or so that will involve some pretty heavy self-examination. I’d like to share with you my take on all of this both as a business owner who works with hundreds of HR folks every month, and also as a mentor who presents a handful of strategic webinars/seminars to SHRM members. I’d really like to hone in on not only what it means to be strategic, but also how to execute a strategy that will transform HR’s role from one of compliance to one of organizational vision.

For more information about items mentioned in this article, contact us

Increase Qualified Applicants without spending money

Increase qualified applicant flow across the board.

Download this exclusive guide to improve your qualified applicant flow.

First Name*
Last Name*
Share this article

Trying to compare Applicant Tracking Systems?

This buyer's checklist will help you weigh all of your options!

Get My Checklist

Curious what ApplicantPro is all about?

Find out how we can help you streamline and optimize your hiring process!

See a Demo

Related Articles

employer with handbook
Keep Employees and Get More Applicants... It All Starts with You!

It's easy to point fingers and blame the applicants, employees, or competitors... But maybe it's time to take a deeper look at you and your company.


HR learning recruiting basics
Use Marketing Basics to Recruit Qualified Applicants

Hiring is just marketing! -- This popular marketing strategy will improve you hiring approach and generate more qualified applicants for your jobs.


womon showing company online
How to Sell Your Company As An Employer of Choice

You don't have to be Google or Facebook to make awesome candidates want to work for you! Ask yourself these 5 questions about your job to draw in great hires.


Want a tour?

Schedule a Demo

Let's get started!

FREE Trial