Recruiting Redux – Archives v.3

 

This is a re-posting of five previous articles from Make HR Happen.

 

 

 

 

 

 

 

 

The Four Pillars of Recruiting – The knee-jerk reaction to describing essential elements of a function is to think of the columns holding up some massive structure. This is understood to be a symbol of strength. A very supportive person is known as a “pillar of strength.” While somewhat overused by business to show the strength of ideas, it also has the ability to show how complicated situations can be simplified into a few basic support structures. Recruiting is a perfect example of a complex function that can be better understood in a simplified model of columns.

 

---

 

 

 

 

 

 

 

Recruiting Management And Key Stakeholders – Generally speaking, all companies have stakeholders who expect results or rewards as a result of their interaction with the company. They are stakeholders because they will be impacted or have an impact on the actions of the company. They may be internal or external, individual or groups, and political or economic in their nature. For any internal organizational unit, the company’s core stakeholders are always of some concern, but special attention is given to those which have particular interests in the unit’s mission and activities.

 

---

 

 

 

 

 

 

The Future of Recruiting: Does It Have A Future? – A book written about resume writing won’t sell if it is like every other book that has ever been written about resume writing. I’m convinced that is the reason for the existence of so many different types of resumes in vogue today. All of them are justifiable based on some unusual perspective or special circumstances and some are different just to be different. Recruiters will budget their time to sift through possibly hundreds of resumes every day, but this is made more difficult since there is no such thing as a standard format. For the most part their expectation is that they will see a chronologically formatted presentation of education, experience, skills and accomplishments.

 

---

 

 

 

Hiring Former Military is a Smart Move -  Every civilized country has given deference to those who picked up arms to defend their home soil. You may debate whether the word “civilized” belongs in the same sentence as “war,” but out of love of country and to protect their values and families, organized military organizations have fought for what they believed in for centuries. To love something greater than one’s own life defines uninhibited, unabashed and unconditional love.

 

---

 

 

 

 

 

 

 

Four Reasons Why Recruiters Need to Look for a New Job – Recruiters come in all shapes, sizes and varieties but they all have one thing in common: They all need to look for a new job. Whether the recruiter lives on a large corporate org chart or is an independent floater they need to be engaged in looking for those greener pastures. This goes for the agency guru, sourcing experts, yeoman full-cycle consulting/advising/contracting recruiters and even corporate recruiting managers. No, this does not mean that they should do something else for a living or want to quit being a recruiter.

 

---