2 Simple Ways HR Can Improve Hiring For New Project Roll Outs

Sara King |

Project Roll Out

Your organization has just announced the roll out of a new project. How many times has it happened that your HR team hears about the project the same day as everyone else? Then, like clockwork, the affected departments send a barrage of new hire requests to HR. They list the job titles and a sentence or two about the jobs, or partially-completed job descriptions for each. And they need those new hires yesterday.

This ineffective approach to new projects happens all the time. But there is a way that HR can improve hiring for roll-outs, resulting in better hires and increasing the chances of a successful project.

1. Break Through Traditional HR Barriers

Hiring for a project roll out will go much more smoothly if leadership informs the HR department about the project well in advance. When HR teams have time to plan, they can create better job descriptions, recruit strategically, and find talent that meets the demands of the initiative. That type of advanced planning can only happen when the HR team takes the time to build strategic relationships with the rest of the organization.

Make no mistake, whether or not HR leadership has seat at the executive table and is privy to the business strategy, they must take initiative to anticipate the organization’s upcoming needs. Other departments will not come to HR as soon as a project is approved and say, “Here is precisely what we will need six months from now.” The HR department must make the effort to open the lines of communication throughout the organization.

2. Tap Internal Resources For Project Roll-Outs

In some cases, the close of one project and the start of a new one means turnover of employees and a wave of new hires. A far more effective approach to project roll-outs is to focus on those internal resources. Rather than eliminating an entire team of professionals and onboarding completely new talent, HR leaders and department managers should sit down and determine where current high-performers may be able to fit into the new project, or another project.

Constantly hiring new talent limits the effectiveness of the organization and increases costs. Teams in a continual state of onboarding and training have less time to focus on the goals of the new initiative. Leveraging internal resources resolves this problem. While there may be some re-training involved, that training costs less and takes less time than onboarding a new team and aligning them with the goals of the project and the vision of the company.

Hiring appropriate resources for project roll-outs is not only the responsibility of the HR department. But in order to get cooperation from other departments, it’s up to HR to take the lead in changing the way the organization staffs these projects. Over time, when leaders see the benefit of collaboration, the process will go much more smoothly and they will see better results at the end of their initiatives.

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Sara King

Sara King

Sara King has worked as a human resources executive/professional for over 20 years. Sara’s strengths lie in her ability to partner with CEO’s, understanding their business initiatives and how to couple business needs with human capital. Her areas of expertise include: strategic hiring and recruiting, organizational development, management by objectives design and implementation, mergers and acquisitions, and training design and development.