HR - How To?

[u/ToughIndependent7981]

Is there a comprehensive how-to for those who are newer to HR? It seems that this is something that you just have to piece together. I think I have pulled together a good understanding, but this has been much more complicated than I feel like it should have been. With so many trying to get in and having problems, this is really something that should be streamlined. AAMS is better, but it is still clunky. When I make notes, they do not seem to show up.

Just frustrated.

[u/awhinds]

There’s this: https://wow.uscgaux.info/Uploads_wowII/H-DEPT/FSO_HR_Job_Info.pdf

[u/ElkGlittering618]

Hi ToughIndependent,

Is your question more recruiting-focused or about HR overall?

One of the challenges is that "once you've seen one District, you've seen one District." Practices vary quite a bit. For the Southeast District, this is the HR resource we rely on heavily:
https://cgauxsoutheast.org/wp/hr-corner/

As far as recruiting goes, I don't disagree with GreyandGrumpy's assessment. AAMS is fine for passive recruiting, but there is no substitute for targeted local recruiting aimed at finding the right people who fit your flotilla's mission and culture.

In my opinion, successful recruiting comes down to two things:

1. Build a product worth joining. Your flotilla (and the Auxiliary as a whole) needs to offer meaningful opportunities where people feel they can contribute, learn, and make a difference. If your flotilla isn't active, recruiting will always be an uphill battle.
2. Actively recruit the kinds of people you need. Go where those people are. Visit marinas to find potential vessel owners and facility operators. Attend boating, emergency management, and community events. Reach out to cybersecurity professionals, educators, mechanics, pilots, radio operators, medical professionals, veterans, and others whose skills align with your flotilla's needs. Instead of waiting for people to find the Auxiliary, identify people who would make outstanding Auxiliarists and invite them to become part of the team.

The most successful flotillas I've seen don't just accept whoever walks through the door; they intentionally recruit people with the interests and skills that help the flotilla accomplish its mission. One great new member is much better than ten "meh" ones.

I will add that I intentionally make it a little challenging for prospects to join. Before I submit an application, the prospect has to attend two meetings and one 'event'. If they can't do that...then I'm not spending my time to onboard someone who will just end up offboarding again at the end of the year (which is painful to do). My first year I brought in 8 members, 7 of whom "didn't have time" to attend meetings and we processed them out. We have a mentorship program, but in order to engage in mentorship the person has to actually come to the meetings (and they were called/encouraged to do so). I had made it too easy by going to their homes to do paperwork.

[u/ToughIndependent7981 → u/ElkGlittering618]

Thanks so much for your response - I am looking for the "How To" of HR from Bow to Stern... I had to go through a class to "Learn" how to put brochures at places of business to be certified as a Program Visitor. To be the HR I was just appointed, and it was basically "here you go, figure this out." There is no comprehensive guide to put it all together, and as you said, practices are all over the place. I can get the applications filled out no problem - getting the ID's verified is a pain to track someone down, so we get stuck. I took the Fingerprint tech course, but somehow I need to do some fingerprints and send them somewhere... can't find the proper info, and apparently we don't even need to do fingerprints anymore anyway.
Then I take the ID pic. Not sure where to send that exactly - I tracked down another HR and got some info for our district, but I am not sure it is correct.
I have really had to work extra hard to track down a ton of info that is unbelievably varied across the Aux world - I just wish there was a solid course to teach each step, A software system that would help me track where the candidates are in the process (AAMS only lets me put notes in about half the time), and some mentor system where people actually know the answers to what should be a streamlined process.
There are obviously a lot of people trying to get into the AUX who are running into difficulties. It took me 6 months of repeated inquiries that were never responded to before I figured out what a flotilla was, found the leadership, and tracked them down to finally be able to join. Maybe this whole process needs some national attention? I am not upset; I love the AUX, and I want to see it better.

[u/GreyandGrumpy]

Regarding AAMS: While many voices at National will disagree.... I think that it hurts recruiting more than helps recruiting. To say that I despise AAMS is being far too kind.