Entries Tagged 'Recruitment' ↓

In the search for potential costs cuts, many companies started to use outsourcing in the area of Human Resources. HR Outsourcing is a very modern topic today, but the results are puzzled.

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HR Recruiter is the employee responsible for the relationships with recruitment agencies. The recruitment agencies are like women you want to make them love you. HR Recruiter must press the agencies to lower the margins and the HR Recruiter must keep the recruitment agencies to deliver the best candidates to the company.

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Clearly defined role of Human Resources in Recruitment process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to Recruitment Strategy and HR Strategy.

The Recruitment Strategy has clearly define the role of Human Resources and of Hiring Managers as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process.

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficiency and costs to the company were more important.

The HR Role in Recruitment changed and HRM:

• decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager
• decides about the right profile of the candidate
• decides about the sources of candidates
• decides about the measures to be monitored to measure the success of the process

The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market.

HR Recruiter is a very important employee in Human Resources. Following the Recruitment Strategy the HR Recruiter is the employee to decide about the appropriate recruitment and selection procedure to hire a new employee.

This role is very important as the HR Recruiter has a direct impact on the most important aspect of the whole recruitment process:

• Quality of Candidates;
• Time to fill the Vacancy;
• Cost of a New Hire.

The HR Recruiter must be a very clever person to decide about the correct mix of recruitment techniques to satisfy the internal client and to find the right candidate on the job market. The hiring manager always believes to find the best candidate by tomorrow for a zero costs. But in reality it never works this way.

The HR Recruiter must clearly recognize the priorities of the hiring manager and compare them with the recruitment strategy of Human Resources and he/she must decide about the final approach of the selection process. The HR Recruiter must recognize all the skills and competencies required by the hiring manager and to make a final conclusion on using the best working channel for the selected position to get the best fitting candidates at affordable price to the company.

Many times the HR Recruiter can be pressed to change the approach of the selection process, but the employee must use KPIs set for recruitment to argue about the right time to change the selection procedure as the hiring managers will always press to change the process and make it quicker.

The HR Recruiter is not a person conducting just the job interviews, it is the person to really drive the recruitment process in the organization.

Hiring and selection of employees is one of the most visible HR processes within the organization. Recruitment is a very sensitive area to succeed and it always generates a lot of complaints from the managers.

For the successful recruitment process, the clear position of the organization on the job market has to be defined. It provides recruitment processes with the right focus on areas to search employees from.

The organization must have a clear decision about its position on the job market. When the statement is not clearly defined, the company will probably miss a lot of opportunities. The recruitment strategy.

The recruitment strategy is very sensitive to other HR Strategies as it has a huge impact on coming candidates to the organization. It is very connected with compensation strategy as it follows the remuneration principles of individual employees. In case, there is not a direct link between compensation and recruitment strategy - a lot of qualifying candidates is lost.

A good recruitment strategy should define the ideal candidate. An ideal candidate is not the best one available on the job market. The ideal candidate is the suiting the needs of the vacancy and with affordable salary requests.

The recruitment strategy also defines the best sources of candidates and it sets the overall limits for recruitment processes. But, in the next blog spots - more on recruitment strategy.

It is very difficult task to argue about the efficient recruitment process, when you have no measures to show and compare.

The most common recruitment measure is just a number of new hires, which were selected through the recruitment process. But this measure says nothing about the overall efficiency of the recruitment process.

The performance measure with a better value to the business is the span of the whole process and cycle times. The business must agree with the cycle time to avoid all the possible complaints about the speed of the recruitment process. When the business accept 40 days to fill the position as fine for the operation, all the complaints about the speed can be rejected.

A cycle time of the recruitment process is the basic measure. Sometimes, it is necessary to add additional measures to show the stability of the whole process, which can be demonstrated on the span of the recruitment process. To implement span measure of the recruitment process is pretty difficult, but then - it is pretty easy to measure the whole recruitment process.

And last important measure - the cost of the recruitment process. This measure show one important thing to the company - how smart employees in HR are. The recruitment process is an excellent process in HR to measure.

HR Recruiters love attractive resumes and it makes their job a lot easier. Just imagine yourself in their position - receiving tons of resumes and the management press you to close as many as possible of open positions within very limited time frame.

The structure is very important to make your resume look attractive. The structure makes your resume easy-to-read and easy-to-understand. Many people believe, the structure is not that important as the content, but the structure is much more important.

Usual HR Recruiter gets a resume and reads - but not as the article in the newspapers, but the HR Recruiter looks for keywords. And the must important keywords in your attractive resume must be visible and easy-to-find.

The other important part of the attractive resume is the content. You provide the recruiter or the company with the extract of your life and they must recognize your importance for the future of the company. Your attractive resume must raise their interest to meet with you, make a job interview and to have you on the board.

The content must be important facts from your professional life, noticing the main milestones in your life and not hiding any facts from the potential employer. In case of hiding any issues in your history, you can be really sure, they will find out - at the job interview. When the HR Recruiter is not confident about your life and your accomplishment, you are probably lost. The HR Recruiter is a very suspicious person.

And last - when you want to have the attractive resume, do not use a standard template delivered with Microsoft Word. The templates of resumes are nice, but - would you like to see the same design several hundreds times a day? The original design is very important as well.

When you want to be attractive, you need to be different. The same story is valid for your resume as well.

Many people dream about their dream job. Just few people were able to be hired for their dream job. Dream job is something, when the human being can enjoy working for the company and both sides benefit from the job. It is my own definition.

I interviewed several thousands of people during my professional career in HR and it was always a big disappointment for me, that the candidates expected me to find the best job for them. They did not analyze their skills, competencies and other potential impacts to their job selection.

To get the dream job, every single person must go through personal analysis of at least three main areas:

• personal skills and knowledge
• personal competencies
• hobbies

The skills are really important as applying for a position of a Financial Analyst without any experience in Finance area can be really tough to get it. But many people apply for such positions to have just an issue to complain about. That the company did not invite them for the job interview.

Competencies and hobbies are really important. For people who like to communicate with others, the analyst position is not the best fit. And vice versa.

The people, when applying for a job, they should read the job posting and to make a proper analysis of their personal fit. When they do not fit and they see it is against their personal values, they should decide not to send a resume for a consideration.

The people should really apply just for jobs of their dreams, not every job which looks suitable.

Many HR employees has to define an efficient recruitment process. They do their best, the recruitment process looks excellent on the paper, the measures are defined, but the recruitment process fails in practice.

HR Professionals developing the process do forget about the main important part of the recruitment process - its simplicity. The whole process must be simple - it is not used just by Human Resources. The clients of the recruitment process are the managers in the business. And they have no time to study all the necessary steps in the process.

When you ask the talents what is the most important issue for them during the recruitment process, they usually answer - the speed of the whole process. The speed of recruitment process depends mainly on good coordination and clearly defined criteria the manager and Human Resources are looking for.

The definition of the position and criteria are the most important aspects to fulfill in the process of selection a new employee. In case, the criteria are changed in the selection process - the process is too long and many excellent candidates are lost.

So - when designing a new recruitment process - take in mind - the process must be simple and quick. Other advantages are just a nice plus.

Many companies do not believe in the power of their recruitment process. Recruitment process is the process every single applicant meets and the information is distributed very quickly among people.

The company can spend a lot of money to improve their job marketing and to build their name as a employer of a choice, but they are not aware of their internal recruitment process.

The candidates apply for the position and then - they usually see no any kind of response from companies. Some companies try to warn the candidates about no responding, but usually - an excellent candidate for the job receives no message as well.

The company does not put the effort to create and maintain a suitable recruitment process. The process is kept manually and just brilliant candidates are able to get through. All the others are forgotten.

I know it personally. Running manual recruitment process for a company with more than 2000 applicants a month - it was a real nightmare for me. For the candidates - it was also very difficult to find their status in the process. Many of good or excellent candidates were lost when the recruitment agency was not making them shining in front of my eyes.

The company needs a very good and easy-to-use recruitment process not to lose good candidates in the process of hiring and to build its name on the job market. Just the process, which is completely clear to managers and explaining their own role in the process of hiring new employee, can succeed and will be generally accepted by Human Resources and the rest of the company.

A recruitment process is a real business visit card of the company and this visit card must be shining and well know to attract people to send their own resume to the company to apply for a job.