12 keys to corporate recruiting leadership
On Monday at SHRM 2012 I was able to attend 5 Keys to Corporate Recruiting Leadership led by John Vlastelica. I’ve been recruiting in this job for nearly a year and a half now, and I really enjoy the hands on part of it; however, I haven’t put much thought into the overall strategy involved. As an HR Generalist, when I hear the siren song of recruiting start up, I usually am working to get it finished as soon as possible and then move onto other “important HR tasks.”
In other words, I sorely needed this session.
Here are a few of my big takeaways from John’s presentation.
Thinkbiggerthanthejob
There are three levels to focus on-the organizational level, the departmental level, and the requisition level. It’s easy to get sucked into each position and not consider the big picture. How does this position fit into the mission and goals for the organization? What about for the department/workgroup? What does the ideal candidate look like?
It’s not just an open job requisition.
When you hire someone, you’re not adding them to the team. You’re creating an entirely new team with different dynamics and social norms. Remember that every person you hire is going to change the existing team (some positions more than others); don’t ever lose sight of the importance of a single position.
Don’tsolveproblemsthataren’tproblems
John shared a story about a workgroup who was using twelve people to interview engineering candidates. Instead of approaching it as a problem to be solved (“Hey, dummy, stop wasting resources!”), he tried to listen and learn the rationale for the practice. It turned out that higher than average turnover in the department was being mitigated by allowing more of the incumbent workforce to meet and select the person they felt was the best fit for the job.
The reduced turnover more than offset the cost of additional resources allocated to the interviewing process, so what originally seemed like a problem was actually a very smart hiring practice.
There is more great content that I gathered from this session, but this is all I was able to process so far! Look for a sequel coming soon with even more information and ideas on how to rock your recruiting function. Anyone else ever get stuck in a rut and need a kick in the pants to start focusing on what matters in recruiting?
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