Yes, we’re on Instagram now, too.
Of course, we could simply leave it at that, link to our Instagram account and say: Give us a follow.
But there’s actually a little more thought behind our decision to join Instagram – and it fits allaboutHRLaw rather well. We want to talk about HR on Instagram the way we experience it in our day-to-day work: practical, easy to understand and focused on the questions that companies and their employees actually face.
We also want to share more about how we approach HR, the topics we encounter in our daily work and, of course, the people behind allaboutHRLaw.
Because to us, HR isn’t just about processes, personnel files and contracts. It’s about people, collaboration and decisions – and, quite often, situations where someone eventually asks:
“What’s the best way to handle this?”
Those are exactly the kinds of questions we want to talk about on Instagram.
Why We’re Bringing HR to Instagram
If you’ve known us for a while, you’ll know that we like to keep HR practical.
Not unnecessarily complicated. Not overly theoretical. And certainly not based on the assumption that every company needs exactly the same processes, tools and structures.
After all, startups and SMEs are different. A company with 15 employees needs different HR structures from one with 80. A team that is growing rapidly faces different challenges from a company looking to professionalise its existing processes.
That’s why we don’t believe there is one HR solution that works for everyone.
Sometimes you need a clear process. Sometimes a new structure. Sometimes an employment law perspective. And sometimes, a practical outside perspective is all it takes to make a situation significantly easier to manage.
That’s exactly the perspective on HR we want to share with you.
On our Instagram channel, we share practical HR knowledge for startups and SMEs – from recruitment and onboarding to employee retention and HR structures for growing companies. At the same time, we’ll give you a look behind the scenes of our work and introduce you to the people behind allaboutHRLaw.
Our goal is pretty simple:
To make HR knowledge easy to understand and useful in everyday business.
Without unnecessary jargon. Without turning every HR question into a major project. And without pretending there’s a single right answer for every company.
What Can You Expect on Our Instagram Channel?
Naturally: plenty of HR.
But don’t worry – we’re not planning to fill your feed exclusively with process diagrams. 😉
Instead, when we talk about HR on Instagram, we want to focus on the topics that startups and SMEs actually encounter in their day-to-day HR work.
What makes a good onboarding process? Why do some recruitment processes work better than others? What can companies do to make sure new employees not only get off to a good start, but also want to stay? What HR structures does a growing team really need? And which HR myths are perhaps a little more persistent than they deserve to be?
We’ll be talking about recruitment, onboarding, employee retention, HR processes and the development of HR structures. We’ll also cover common questions from everyday HR work, share facts and food for thought and, of course, take a closer look at the occasional HR myth.
And sometimes, we’ll talk about situations that might not look like major HR topics at first glance.
A new employee starts – but no one really knows who is responsible for their first day.
The team grows – but processes that worked perfectly well with ten people suddenly become complicated with 30.
Or a seemingly small HR question has been sitting on someone’s desk for weeks because no one has found the time to deal with it alongside their day-to-day responsibilities.
That’s HR, too.
And it’s precisely these everyday situations that we find particularly interesting.
For Us, HR on Instagram Is Also About Showing Who We Are
Alongside our professional expertise, we also want to use Instagram to show you who we are at allaboutHRLaw and how we work.
Because when it comes to HR, we believe that matters.
When a company outsources its HR work or brings in external HR support, it isn’t simply handing over just another task.
It involves its own employees, confidential matters and, in some cases, decisions that are important both for individuals and for the company as a whole.
That requires expertise – but just as importantly, it requires communication, reliability, an understanding of the business and, sometimes, a good deal of tact.
So it’s only fair to know who you’re working with beforehand.
That’s why our Instagram channel isn’t just about showing what we know about HR, but also how we think about HR.
Why do we believe HR can be pragmatic? Why doesn’t every company need the same HR structures? When does a clear process help – and when does a supposedly useful structure simply turn into unnecessary bureaucracy?
And why do we sometimes prefer to ask one more question before suggesting a solution?
To us, all of that is part of good HR work.
When Individual HR Questions Start Turning into Structures
Something interesting happens in growing companies: many HR topics don’t emerge all at once.
They tend to creep in gradually.
At first, perhaps the management team handles contracts, recruitment and questions about annual leave on the side. New employees are somehow integrated into the team. Information is stored in different places, and a lot of things work simply because communication channels are short.
And for quite some time, that can be perfectly fine.
Until the team grows.
At some point, individual questions turn into recurring tasks. Informal arrangements need to become processes. And topics that were previously handled on the side suddenly need someone to take responsibility for them.
This is exactly when many startups and SMEs start asking similar questions:
What HR structures do we really need? What should we professionalise? What can we continue to keep simple? Do we need our own internal HR resources? Or would external HR support be a better fit for our company at its current size?
These are questions we want to talk about, too.
Not with one-size-fits-all answers, but by looking at which solution might be right for a company’s particular situation.
Autumn Is HR Season, Too
For many companies, autumn is the time when attention gradually turns towards the year ahead.
Budgets are planned, goals are set and perhaps the team is expected to grow further. At the same time, the HR topics that kept being pushed down the priority list throughout the year often start resurfacing.
How do we want to structure our workforce? Which HR topics have been left unresolved? Will our existing processes still work if the team continues to grow? What do new employees need from us? And who is actually going to take long-term responsibility for our HR work?
Not every company needs an immediate, large-scale strategic answer to these questions.
But particularly towards the end of the year, it’s worth putting them on the table and giving them some deliberate thought. Often, it quickly becomes clear where solid structures are already in place – and where HR has mainly been working because someone has been taking care of it on the side.
This may also raise another question:
Do we need our own internal HR resources – or would external HR support be a better fit for our current situation?
There’s no one-size-fits-all answer. The right solution depends, among other things, on the size of the company, how quickly it is growing, which HR tasks come up regularly and which skills and expertise are already available internally.
These are exactly the kinds of questions we want to explore on Instagram in the future: in an accessible, practical way and with a focus on what is genuinely feasible for startups and SMEs.
Get to Know allaboutHRLaw a Little Better
Perhaps you’ve known allaboutHRLaw for a while.
Perhaps you’ve only just discovered us. Maybe you’re currently looking for support with your HR work. Or perhaps you simply want to learn a little more about HR and occasionally pick up an idea that you can put to use in your own company.
As far as we’re concerned, all of those are good reasons to meet on Instagram.
Because our channel isn’t just about sharing knowledge. Over time, we also want to give you a sense of how we work, which topics matter to us and what kind of HR we believe makes sense.
Pragmatic when pragmatism is enough.
Structured when structure is needed.
And always with the understanding that, ultimately, there are people behind every process.
So, come and find us on Instagram, give us a follow and join us on our new channel.
And if, at some point, you find yourself facing an HR question and think:
“Wasn’t there that team at allaboutHRLaw…?”
then we’ll probably have got quite a few things right with our move to Instagram. 😉
We look forward to seeing you there.