Post-graduation I plan to work in the Human Resources field and become a recruiter at a staffing agency. What is drawing me to this field is not the money but the ability to help those who are in need of finding a job. I really enjoy working with others and improving their live making a positive impact.
~What functions and responsibilities does one have in this position? Human resources recruiters develop and implement recruiting plans and strategies designed to fulfill company-staffing needs. As part of a human resources team, recruiters (also known as corporate recruiters and internal recruiters) are responsible for leading the staffing efforts of a company and building a strong workforce that adds to the company’s bottom
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While it is true that the internet has changed the dynamics for headhunters, recruiters still focus on referrals, networking, research, talking with candidates and analyzing a potential employee 's skill set and motivations. Owners of recruiting businesses expressed faith and optimism about the opportunity to increase their contingent recruiting businesses (About the Recruiting Industry). After gaining experience and training in recruiting, professionals are prepared for this human resources specialist position. Jobs in this field may be found through personal connections or networking. Individuals can also check websites for jobs, such as the job board of the Society for Human Resource Management.
The professional recruiting industry is a challenging environment where radical transformations are occurring. New recruiting trends are emerging. Social media is also changing the landscape for hiring managers and human resource departments. With all the changes in the recruitment industry, to prioritize the job candidate by providing job applicants with the information that is most important to them based on their employment history, work experience and career ambitions. Employers appreciate the partnership approach used is in their best interest is paramount. (About the Recruiting Industry)
The common perception of a recruiter is evolving quickly in the workplace (Boswell 2001). Where once recruiters were viewed as a tool to simply acquire candidates, modern recruiters have greater responsibilities to their clients. These responsibilities can include tasks such as organizing paperwork, completing pre-screening measures, and even occasionally preparing training curriculum (Darrell 2002). Recruiters are further expected to provide quality screening of candidates and ensure the optimal match for each applicable position within a company (Posner 2006). As with any other job within a company, recruiters must take this work seriously and avoid procrastination to ensure a smooth transition for their candidates into the new workplace. Should the transition fail to be smooth, the full blame modernly falls on the recruiter who failed to use proper coordinating strategy.
Having the appropriate technologies are also important options to consider when providing recruitment services to outside companies. The goal of TalentSrch’s initiative is to offer consistent quality to their clients. This comes in the form of creating a great recruitment strategy and the use of internal and external online recourses to satisfy the client’s needs. TalentSrch uses several online sources to deliver their sources. Finding and attracting quality candidates is the key to the TalentSrch business model. In order to do that effectively the use of internal and external recruitment tools is needed. TalentSrch is able to use traditional sources such as Dice, CareerBuilder, Monster and Linked In to identify candidates. They also have a tool that no other company has, which is their internal
My first career goal is to become a Human Resource Generalist or Assistant. I honestly feel that I could learn a lot more in that role personally, and professionally, and I believe that being in that position will help me to gain more confidence in my skills in the business world as well.
A recruiting firm may bring expertise in truthful yet alluring job descriptions, keeping employers focused on the position vacancy while allowing
Technology and innovation have disrupted many industries over the past several years, not the least of which is the recruiting industry. In the recent past, headhunters, the proactive agents of recruiting firms, would be on the front lines and phone lines seeking the best talent for the clients they represented. Frequently, headhunters reached out to talented people who were not actively seeking employment, hoping to steal them for the benefit of their clients.
Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract
The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.
Recruitment can be described as the art of method of identifying the most suitable person for a new position in any organization it might be the commercial organization of community group or volunteer based organization. Recruiting the right candidate for the right place having the organizational fit is the biggest challenge for the organizations and employees as well. In the current business environment, Human resource units have become highly strategic in their functional areas since they have to select and recruit the best resources, and include them completely in the organizational plan and productivity. According to the statement of Buller and McEvoy (2012), with the help of effect assessment tool and strategy and organization can recruit the best candidates who can truly demonstrate the candidate competencies. However, Kehoe and Wright, (2013), has discussed that recruiter should have complete information and experience of the industry and the position at which candidate can be hired. The recruiter must also examine the business plan to predict industry-specific supply necessities and assess the requirement to recruit candidates with appropriate experience, knowledge, and skills.
The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.
This study shows the career paths within human resources. It gives an overview of each human resource specialty by explaining in detail of possible duties conducted. It also discusses the strategic human resource planning conducted by a recruiting and selection specialist, training and development specialist, and compensation and benefit manager. Each specialist may conduct his or her duties separately or may cover all areas depending on the size of the organization.
I have a specific plan for my career after leaving education. I would take up the job as a human resource officer.
While most organizations are utilizing some form of technology to enhance their recruitment and selection process, amongst the many successes, is the caution of knowing which strategy is best for each organization.
HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy:
Employers and recruiters employ various strategies in meeting the required recruitment goals. To hire the best human resource requires that the human resource department employs recruit methods to target the specific personnel. Human resource professionals are charged with the recruiting responsibility in almost all organizations. However, this role is also delegated to staffing agencies, hiring managers, and principal company chiefs such as directors. Recruitment agencies are branches that a business uses to do the hiring process on their behalf. Recruitment agencies save a business entity the struggle of reviewing applications and curriculum vitae. Recruitment entails the entire process of sourcing,
Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.