Contrary to popular belief, hiring and/or upgrading your HR function is a very tricky endeavor. It seems like you should be able to find someone with a solid HR Operations background (e.g., payroll, benefits, workers comp) plus a great “people-minded” focus and the person will succeed.

But the reality is that HR is becoming more and more complex. With a company’s overall headcount being stretched thin, and the legal landscape changing with time, your HR team needs to be multi-faceted while understanding the business and leading the company.

But here is why hiring HR talent is tricky:

● They know what you are going to ask in an interview

● They know how to answer very difficult questions with confidence

● They know what questions to ask

● They are typically poised, well-spoken, and professional

HR’s latest trends should be addressed in your interviews. Here are several I discuss when hiring HR talent for a small to mid-size company and the new employee will be responsible for a large breadth of topics:

● Skills-based hiring: Hiring for potential just as much as hiring for current skills. Remember, people are being asked to be responsible for more with less.

● Managing work flexibility policies and expectations: This means managing what leadership expects versus what the recruiting market is tolerating. It requires the HR pro to stay closely involved with the business as well as the market.

● Blended workforce/Humans and Bots: Automation is changing the definition of a blended workforce. Your employee population will include humans, AI, gig workers, and an increase in part-time employees.

● Creative employee retention: Employees have a strong market and can move employers easily. What can HR do to help your company become the employee of choice?

During your interview, be sure to ask for specific examples of what they have accomplished in the recent past. Discussing theories can be interesting, but you want proof that you are hiring someone who can help move your company forward.

I strongly recommend working with a recruiting partner to interview your HR candidates. Ensure your recruiting partner has industry HR experience so they can cut through the noise and “speak the HR language.”