Business, Client Development & Marketing
Let’s go everyone. The current is against us, and it’s time to make sure we’re all paddling in the same direction. No more name calling. No more insidious comments behind each others’ backs. No more jokes at the other’s expense. Now more than ever, HR Professionals and Recruiters must get along for the betterment of our businesses and our economy.
Attracting the right people. Hiring the right people. Managing the right people the right way. This is how we become adaptive, flexible, and powerful. This is how we build sustainable businesses. Your sheet-fed, 2 color printing press is not going to adapt and become a digital laser printer. Your gravel sorter is not going to adapt and become a concrete mixer. Your blood pressure monitors aren’t going to adapt and become CT scanners. However, your press operator can become a graphic designer; your gravel sorter mechanic can become a concrete mixer tech; your CNA can become a Radiology Technician. The ability for businesses to grow and survive is dependent upon their ability to evolve and adapt to the changing environment. Change is a human aptitude.
As we embark in the most difficult labor environment of this generation, we must have cohesion between Recruiters and HR Professionals. While both sides must work a little harder to come together, I believe the first big step must be taken by the Human Resources side. While I work in recruitment advertising, I somehow feel more closely aligned with HR Pro’s than Recruiters, so I hope this doesn’t come across as HR-bashing. HR must take responsibility for educating recruiters on our businesses and our needs. It’s important to understand and remember that recruiters inherently want to deliver the best candidates to us. Often, failure on their end to do so can be traced back to vague, porous, or simply false information provided by HR. This can sometimes be attributed to our view of what we want our business to be, instead of what it truly is. We must take a hard look at the ugly truth of our business, with all our foibles and all our hidden treasures. Only when we face the hard reality of who we are, can we hope to identify and attract the best long-term candidates for our business.
Now, HR friends, please don’t vilify me yet. Recruiters also have a very big part to play in this paradigm. Recruiters must be willing to put themselves in the seat of the student, asking questions, and constantly increasing their knowledge. This can be done by pushing further with your clients, and working a little harder to uncover the essence of their business and culture. Meanwhile it’s also important to delve further into the core of your candidates- what makes them tick, which environment are they better suited to work in, where do they derive pleasure and satisfaction from? Delivering the right candidates for a company, as I know you all know, requires more than simply matching sets of required skills. When you dig further into an employee’s long term value, you invariably run into employee retention and engagement. Two immensely important factors that are connected to SOFT skills. For those who are Dale Carnegie Training graduates, you may be familiar with the concept of the Innerview, in place of the Interview. While I don’t exactly drink the Carnegie Coolaid, my experience has shown me that this practice reaps substantial rewards.
Together, HR Professionals and Recruiters can and must take steps to build stronger relationships for the betterment of our employers, our workforce, and our economy.
HR Professionals, are you willing to make a promise to yourself to engage more deeply with recruiters? If so, read this out loud:
I, (state your name here), will make a good faith effort to educate both internal corporate recruiters and third party recruiters about the reality of our business and our needs. I acknowledge and will remember that these recruiters have my best interests in mind, and that their goals are aligned with my goals. Starting today, I will see them as partners and as peers, working toward connecting the right people with the right career opportunities.
(now doesn’t that feel better?)
Recruiters, that’s right. It’s your turn. Are you willing to make a promise to yourself to engage more deeply with the HR Professionals you work with? If so, read this out loud:
I, (state your name here), will make a good faith effort to learn more about the businesses and candidates that I work for. I acknowledge that the businesses that I work with are looking for the best people for their company and that their hiring decisions are made with great care. Starting today, I will see them as partners and as peers, working toward connecting the right people with the right career opportunities.
Now, let’s do our part to get America working.
Jason Blais currently works with a global talent acquisition company specializing in pre-employment screening and recruitment technology. Previously, Blais held a director level position with a recruitment media company for several years, where he cut his teeth in Employment Branding. Blais began blogging in 2004, as he researched the value of social networks and new media for employers and job seekers. He has written and presented numerous HRCI-certified seminars in the areas of recruiting, employment branding, social media in HR, and employee engagement; and has been a featured speaker at several state HR conferences and trade associations. Blais is a contributing writer for JobsInTheUS, and has been featured in various news outlets including Fox News American News HQ, the Wall Street Journal, and local ABC, CBS, and NBC affiliates across New England. To compliment his experience in recruiting, Blais has also worked closely with thousands of job seekers through his work with state agencies, college and university career centers, and local economic development entities. Blais is currently developing a new conference for job seekers focused on using social networks and new media to find work, which will launch in the Spring of 2011. Blais resides in Northampton, MA, with his wife and their one child.
You can find more from Jason on his blog http://jasonblais.com.
Healthcare Costs grew a cumulative 138% between 1999 and 2010 and outpacing cumulative wage growth of 42% over the same period. Average employer costs for health insurance per employee hour rose from $1.60 to $3.35 during the 1999 to 2010 period. This almost 110% increase in average costs per hour was much larger than the 39% increase in average employer payroll costs per hour for these workers KFF
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