Requirements for a World
Class Recruiter
Develop recruiting plan/tie to
business plan
Learn business needs
Benchmark World Class recruiting
best practices
Influence/Convince management recruiting
has business impact
Source/Find quality candidates
Do a candidate profile - what they
read, their interest, where/how they can be "found"
Do job analysis/write job descriptions
Scan want ads for trends
Continually network for candidates
and best practices
Keep informed on your industries/general
news and people moves
Build relationships with managers/employees
Go to social events
Consider everyone you meet a potential
candidate 24 hours a day
Do a company needs forecast to
anticipate openings prior to "reqs"
Develop applicant pool including
rejected finalists
Convince/Encourage qualified candidates
to apply
Made by Recruiters
- Fast/Subjective judgements
- Discrimination/Illegal questions
- Satisfied with the status quo
- Taking managers' word without probing
- Over relying on degrees/experience
- Not measuring program effectiveness
- Lack of structure in employment
systems
- Rely on feelings rather than facts
- Assume the past predicts the future
- Not creative, use the same old
system
- Try to be employment policeperson
- Don't continually improve
World Class HR programs differ significantly
from average HR efforts. Not all programs strive to be in this class. The
following are some elements for a World
Class HR program:
- Have measurable business impact
(profit, productivity, product to market, customer satisfaction, etc....)
- Are sponsored/owned by line managers
and employees
- Have a positive return on investment
and a short payback period
- Are designed to continuously improve
at least the speed of the company's product
- Increase the firms capabilities
and capacity to gain a competive advantage in the market
- Are forward looking, proactive,
and do not assume the future will be the same as the past
- Seek and gather periodic "customer"
feedback in order to continually improve
- Have 24 hour, worldwide capability
- Are based on sound theory and HR
can prove why they work
- Fit the corporate culture, mission,
and values
- Are benchmarked against the best
practices of leading firms
- Anticipates potential problems
with the program and has options to avoid or minimize potential problems
Return
e-mail:
Eric Yeung@compuserve.com
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