the recruiter’s handbook

#WorkTrends: The Recruiter’s Handbook

How strong are your recruiting muscles? Does your organization work every day on improving recruiting skills?

In my experience, recruiting is often overlooked and downplayed. Even people who work in other areas of HR don’t always understand how important recruiting is in the employee journey.

This week on #WorkTrends, we’re talking to Sharlyn Lauby, president of consulting firm ITM Group and founder of HR Bartender, about a subject close to my heart: better recruiting. Sharlyn recently wrote a book, “The Recruiter’s Handbook,” that outlines how to improve your recruiting skills every step of the way.

You can listen to the full episode below, or keep reading for this week’s topic. Share your thoughts with us using the hashtag #WorkTrends.

Realize the Importance of Recruiting

“The recruiting function is important because it’s the first impression many people have of the organization. Employees remember the person who hired them,” she says.

But she didn’t always understand how important recruiting is. Sharlyn was an HR generalist, and when a boss first gave her the task of recruiting, she felt like it was a punishment. But once she took over the role, she realized how complex and weighty recruiting was.

“I’ve always worked in industries where the candidate could also be a customer,” she says. That dual role of candidate and customer means it’s important that everyone in the organization realizes that people who are coming in to apply for jobs are the same people who are purchasing rooms in your hotel or meals from your restaurant. “You have to think about the candidate/customer experience at every touchpoint along the way,” she says.

Work Together Across the Employee Experience

There’s a healthy debate among recruiters and HR leaders about where talent acquisition fits in a company’s org chart. Sharlyn says the answer to that question doesn’t really matter — what matters is how well talent acquisition teams work with other HR teams to streamline the candidate and employee experience. From recruiting to training to benefits, the experience needs to be easy and logical.

Embrace Every Resource Available

Technology has changed every aspect of HR, Sharlyn says. She sees big potential for recruiters who can use all the tools available, including social media. In the old days, we had to amplify opportunities on a personal, one-to-one level, she says. These days, social media makes getting the word out about an organization much easier and faster. She encourages companies to embrace social media and encourage employees to use it in ways that advance their work.

She also encourages HR professionals and other leaders to seek out professional organizations like SHRM, as well as local training programs and leadership-development classes.

Make Your Mark

If you’re working in talent acquisition and you want to make an impact on the business, Sharlyn says you should start by understanding the core drivers of the business. “Show people how things like interviewing are connected to the mission, vision and values of the organization. We need to know how we contribute to the organization and how we’re going to make our mark. Understand how the business operates, the key positions within the organization and how they contribute to the bottom line.”

Continue the conversation. Join us on Twitter (#WorkTrends) for our weekly chat on Wednesdays at 1:30 p.m. Eastern, 10:30 a.m. Pacific or anywhere in the world you are joining from to discuss this topic and more.

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