If you are lucky, then whoever trained you in recruitment will have given you the old saying, " learn to know what assume really means - if you assume something then you make an ASS out of U and ME!" So this morning, when my excellent newsletter from Mark Whitby arrived in my inbox, on the subject of assumptions being dangerous for recruiters, it was too good not to share!!
So here are the top 10 assumptions a recruiter should DEFINITELY not make (if they want to be successful that is!).
1. Assuming the candidate will get good references.
2. Assuming the candidate will prepare for the interview.
3. Assuming the candidate will show up!
4. Assuming the candidate is only interviewing with your client.
5. Assuming you already know what the client is looking for.
6. Assuming the client is using you exclusively.
7. Assuming the client won’t use you exclusively.
8. Assuming the client can and will sell their opportunity to the candidate.
9. Assuming the client will offer the right package.
10. Assuming the candidate will accept the offer.
And there is a bonus one that we definitely should not forget........... Assuming the candidate will stay in the job once they’ve started. (Nothing is worse than having to all that work again is there - or even worse refunding a fee!!)Now remember what happens if you assume something??
For all you recruiters needing to improve you skills check Mark out - it is definitely worth your time. I have a number of his training CD' and they are excellent!! Here's what he does. Mark Whitby - The Recruitment Coach - helps recruiters and recruiting firm owners to maximize their billings and business performance. If you want to generate more clients, candidates and placements, get your FREE tips now at: http://www.RecruiterTrainingOnline.com. 11:04 PM GMT | Read comments(0)October 21What type of job/careers are available in the HR Field?
Careers in Human Resources and Recruiting
Depending on the size of the organization and its H.R. department you may be utilized as a human resource specialist or perhaps as a recruiter. Conversely, you may be a generalist, responsible for dealing with various areas of H.R. Functional areas, which are under the umbrella of general human resources, include any of the following. (The same H.R. roles could be the sole function of a specialist.)
Labor Relations Manager Training Specialist EEO/AA Officer Employee Relation's Representative Job Analyst Occupational Analyst Compensation Manager Employee Benefits Manager Employee Assistance Plan Manager
Preferred educational and experience backgrounds
A B.A. or B.S. in Human Resources, Personnel Administration, Business Administration, Psychology, Sociology, Liberal Arts, Human Services or Organizational Development are all acceptable and appropriate academic backgrounds.
Many employers appreciate a diverse educational and experiential background in candidates for human resource functions believing that this could be good training for the multi-tasking inherent in human capital management. Then there are other employers who insist on a strong base in the personnel field.
Required tasks
Here's a sampling of the tasks involved in many positions in human resources: Develop job descriptions for job vacancies, write ad copy for print and electronic job postings, screen and interview candidates. You may also be required to administer and/or coordinate various tests such as personality testing and job matching, coordination of drug testing, background checks, etc.
Required knowledge and skills - human resources staff
Up to date computer skills are an essential part of the job for managing information and preparing internal and external correspondence. In order to function in today's H.R. departments, one must be familiar with benefits administration, federal and state labor laws such as Family and Medical Leave Act, American's with Disabilities Act, Affirmative Action, Immigration labor laws and Sexual Harassment.
You are expected to be an effective negotiator and conflict resolver to mediate disputes between co-workers, or employees and their superiors. Additionally, you're responsible for establishing and implementing policies and procedures, disciplining employees who violate these standards of conduct and handling layoffs and terminations.
The ability to work collaboratively with all departments and employees at all levels regarding the aforementioned issues is also crucial. You will be relied upon to advise upper management on hiring decisions.
Calculating compensation and designing benefits packages will often fall into your realm as well.
Required knowledge and skills - recruiting
Recruiters will have some of the above duties assigned to them. Their primary objective, however, is to fill job orders quickly and smoothly, based on suitable candidate and job matching. These tasks are accomplished by utilizing the following skills:
Cold calling/prospecting for client companies and qualified candidates. Marketing and sales-ability Liaison between employers and candidates Research-ability Personal computer skills Database administration Use of third party job boards Create value added services to attract and retain candidates and satisfy employers
9:09 AM GMT | Read comments(0)Revolution of the HR World
Revolution of the HR Industry
The demand for trained professionals in human resources and recruiting is rising and reports are indicating that this will continue far into the new millennium. This is due to the increasingly tight labor market and changing worker demographics, which currently looks like an inverted pyramid when you compare those entering and exiting the work force. Personnel specialists need to cull the labor market for the highly specific skill sets employers are requiring. The available pool of talent is continuing to downsize as great numbers of experienced, trained members of the work force are hitting retirement. There is not enough new blood to fill both new positions that are being added to the economy, let alone replace staff for retirees, relocators, etc.
The 1990's saw a rash of corporate "downsizing", "rightsizing " and similar restructuring activities, etc. This caused tremendous chaos in many organizations. Now, employers are trying to refill their stables of talent. This includes human resources staff, as future predictions point toward continued introduction of new federal and state regulations emerging regarding employee health and safety, employee compensation and benefits, the use of contract employees, etc. They are also integral in the conduct and/or facilitation of the training of new hires. The need for specialists in human resource management of international employees, both working in U.S. offices and foreign off-sites, are also gaining in prominence.
One interesting development, following the growing national employment trend, is that H.R. specialists themselves are increasingly entering the ranks of independent contractors and consultants.
A challenge for the members of this career field is determining how to integrate workers accustomed to traditional paper driven offices into modern automated offices. As with most all other occupations, technology is creating radical changes in the standard operating practices within the human resources and recruiting professions. The transition to automated information systems has been difficult for many organizations. This is particularly true for large companies and for those whose workers have limited computer skills and experience. They may be reluctant to change the tightly held paper based information management system.
In addition to simply learning to negotiate the new technology used in your office environment, there are ever increasing demands for recruiters to possess technical skills. Those who can speak the language of the burgeoning crop of employees coming from computer backgrounds are in great demand. Armed with these skills, personnel specialists can more effectively help these high tech employees narrow the focus of their search efforts toward the very tightly defined positions in their sectors.
The trend on every staffing professional's minds these days is on-line recruiting. It not only has taken the world of the job searcher by storm, it is predicted to continue to engulf the staffing industry with increasing intensity. This has probably been at once the most beneficial and challenging change within H.R. channels. This service is becoming fully integrated into recruiting strategies at agencies and by employers in practically every industry. It is being adopted by thousands of recruiters and HR departments every day. This resource is capable of putting a company, candidates and job positions in front of tens of thousands of clients and candidates.
This development, as well as database and information management, has ushered in the need for these H.R. professionals to immerse themselves in automation. They will be well served by developing a host of computer skills and a command of the new language of the cyber world.
H.R. professionals are now being looked to as the engineers of change within the businesses and industries they work in. They are the key to finding ways to keep an active and productive work force in place while saving money and other resources on behalf of their companies. Telecommuting is one example where a company can both retain quality employees, many of whom prefer the flexibility of working from home, and reduce overhead and the operational costs associated with on-site employees.
The other role for rapidly increasing numbers of H.R. specialists is that of business strategists. This necessitates obtaining and using strong analytical and technical skills. They assist in the selection of software programs that help manage employee data, benefits administration, scheduling of required training and certification and the documentation thereof, just to name a few.
Two hot sub-specialties in H.R. are labor relations and mediation. Employers want to have these pro-active specialists on board. They can help steer policies and procedures and thereby minimize the risk of walkouts and lawsuits. They would also reduce the expenses, time and bad press associated with worker unrest when unresolved problems move into the legal system.
8:13 AM GMT | Read comments(0)Get your foot in the door in the World of HR and Recruiting For most entry level positions for new college graduates, employers look for a B.A. or B.S. in Human Resources, Personnel Administration or Business Administration. Other related degrees that employers would consider include Psychology, Sociology, Liberal Arts, Human Services, Organizational Development and Industrial and Labor Relations. Additional desired course work includes classes in economics, statistics, management, public administration and political science. It may be necessary, like in most professions, that if you're breaking in without directly related education or work experience, to start your move into this field in an administrative or clerical capacity in order to learn the ropes. However, there are many employers who appreciate a diverse educational and experiential background in candidates for human resource functions which may get you in the door. Usually your experience must be in people-oriented industries like human services, administration or school or mental health counseling, in order to start in a higher-level position. Of the new college grads applying for their first jobs in this discipline, preference is given to those who've participated in part-time jobs and/or internships in environments related to human resources and recruiting. In entry-level positions, you would be involved in the compilation of employee H.R. publications, conducting related research and handling telephone inquiries. There will often be a formal training program for these new entrants to learn the inner machinations of the industry and the institution. The traits that people in this disciple must posses are excellent written and oral communication skills, impartiality, a sense of propriety with confidential information, ability to work with people from a broad spectrum of educational and cultural backgrounds and be generally affable people. One caveat, if you seek a position within a technical environment, it would behoove you to have background and educational experience in that field to understand the needs of both the employers and employees. Some examples of industries where this is commonplace are engineering, science, finance and law. Most senior positions require advanced degrees in the above areas, but this particularly applies to those seeking position in labor relations, negotiation and arbitration. Legal backgrounds are sought in those who are responsible for dealing with the interpretation and implementation of labor laws and regulations. Those seeking generalist managerial roles are advised to have completed a general graduate program in human resources. Human resources and recruiting are two critical functions for all companies. These professionals are the link to locating and retaining the most important employer asset - skilled, qualified workers. Aside from orchestrating the hiring process, they ensure that benefits and compensation issues are tended to and that regulatory demands are satisfied.Good Luck in your endeavors as you journey through the "World of Recruiting"8:06 AM GMT | Read comments(0)HR Resume writing tips
It may be necessary, like in most professions, that if you're breaking in without directly related education or work experience, to start your move into this field in an administrative or clerical capacity in order to learn the ropes. However, there are many employers who appreciate a diverse educational and experiential background in candidates for human resource functions which may get you in the door. Usually your experience must be in people-oriented industries like human services, administration or school or mental health counseling, in order to start in a higher-level position.
Of the new college grads applying for their first jobs in this discipline, preference is given to those who've participated in part-time jobs and/or internships in environments related to human resources and recruiting. In entry-level positions, you would be involved in the compilation of employee H.R. publications, conducting related research and handling telephone inquiries. There will often be a formal training program for these new entrants to learn the inner machinations of the industry and the institution.
The traits that people in this disciple must posses are excellent written and oral communication skills, impartiality, a sense of propriety with confidential information, ability to work with people from a broad spectrum of educational and cultural backgrounds and be generally affable people.
One caveat, if you seek a position within a technical environment, it would behoove you to have background and educational experience in that field to understand the needs of both the employers and employees. Some examples of industries where this is commonplace are engineering, science, finance and law.
Most senior positions require advanced degrees in the above areas, but this particularly applies to those seeking position in labor relations, negotiation and arbitration. Legal backgrounds are sought in those who are responsible for dealing with the interpretation and implementation of labor laws and regulations. Those seeking generalist managerial roles are advised to have completed a general graduate program in human resources.
Human resources and recruiting are two critical functions for all companies. These professionals are the link to locating and retaining the most important employer asset - skilled, qualified workers. Aside from orchestrating the hiring process, they ensure that benefits and compensation issues are tended to and that regulatory demands are satisfied.
Good Luck in your endeavors as you journey through the "World of Recruiting"
Human Resources Resume Writing Tips
Being around resumes is a large part of the Human Resources professional. You know what works and what doesn't. You know your resume must have the qualifications and skills evident for the position you seek. You'll need to show your understanding of how the policies impact overall business goals.
As with any resume, you want to put your thoughts in order and have many drafts before sending it off to an employer.
With your ideas on what you want to use in your resume, you'll want to look at the position you're applying for and your skills. Will a chronological resume work best for you or a skills-based resume? A good way to answer is this:
If you're looking for a director position, and you've held (chronologically- oldest to most current) a generalist, then a director, a manager, and a coordinator position, then you'll want to have a skills-based resume. This will help the employer to see what your skills are as a director and it'll be at the top of the page.
If you've worked from the bottom of the ladder to the top of a company, or multiple companies, and it's pretty chronological (moving from an assistant, to a coordinator, to a manager, to a director) then you'll want to use a chronological resume. This will show your success in moving up the ladder as well as the development of your skills.
There are several questions you can ask yourself to help you in writing your resume. These may help to jog your memory on skills you may not have thought of at first.
Need Some Keywords?
Titles human resources generalist HR human resources manager HR benefits analyst HR assistant, recruiter executive recruiter benefits coordinator compensation analyst staffing manager HR director human resources coordinator personnel representative personnel supervisor HRIS analyst payroll supervisor human resource specialist director of recruiting VP of human resources
Job Descriptions And Duties training and development organizational development process reengineering payroll and benefits administration wage and salary administration variable compensation employee orientation recruitment and selection employee relations legal compliance HR policies and procedures human resources administration HRIS employment law labor relations performance evaluation and review personnel administration disciplinary and grievance procedures industrial safety programs labor laws career development job description design
To view a sample resume Click Here
8:01 AM GMT | Read comments(0)October 15Are you really set out to be a recruiter?
The True/False Test of RecruitingBy Artie CressmanSearch Logix Group
There are many misnomers and falsehoods about the business of recruiting. This quiz is to test your knowledge of the industry and its day to day operations. Watch out! There may be something here you did not know.
1) A good recruiter treats a retained and contingency search the same?
False! On a retained search, a recruiter will find the best 3 candidates for their client and hold those candidates specifically for that search. The recruiter will also dedicate project coordinators to the effort, getting the best possible person for the position. On a contingency basis, a recruiter is and should be free to send the candidates to any position open that the candidate is a fit for and is interested in. If a company is truly dedicated to finding the best candidate for a position, a retained search guarantees the most attention in the least amount of time.
2) A candidate who withholds information (such as compensation) from the recruiter is not likely to have their resume submitted to the client for consideration
True! When a recruiter submits a resume to their client, it is a recommendation from the recruiter. If a candidate will not be upfront and honest with a recruiter at the initial point of contact, a recruiter has no guarantee that the same will not happen when the client has questions about background, previous employment, etc.
3) Recruiters do not care about “confidentiality” when it pertains to a client, candidate or a search?
False! A good recruiter wants to build a relationship and rapport with their client and candidate. This ensures a positive working relationship during the search and will also benefit both client and recruiter when the needs of the company change and more positions need to be filled. It is much easier to maintain a business relationship than it is to build a new one. It is also easier to maintain good relationships with candidates by respecting their wishes, such as not calling at work or at certain specified times.
4) It is a good idea to build an ongoing relationship with a recruiter, even if you are not searching for a job?
True. Having a working relationship with a recruiter is like having a good mechanic. In the event the unexpected happens, you know exactly who to call in that time of crisis. You may also know of someone who has career challenges of their own and can help them out of a tough situation by making that connection.
5) A good recruiter, like a baseball team, should know their stats?
True. A recruiter’s job is to source, screen, and submit candidates for consideration. Tracking statistics, such as resumes to a hire, ensures the firm has its own set of checks and balances in place. Other ratios like job orders to a placement and calls to a job order provide the client with necessary information about the firm and what it can expect while doing business with the firm.
As many companies have found, using the right search firm is crucial in keeping up with today’s fast-paced, high-demand business world that we live in. Companies, who are willing to invest in a recruiter, are ultimately making a deposit into the savings account of their own future.
Biography: Artie has worked for the past nine years in the automotive industry with American Honda most recently with BMW North America. Prior, Artie was with Delta Air Lines in DFW and ATL. Finding the talent you are looking for is Arties drive to excellence. Arties areas of industry experience include: Automotive, Customer service, Airline, Aviation, Logistics and Sales. Artie thrives on the gratification of helping individuals develop their careers. Artie can be reached at 770-517-2660 x 19 or email him at artiecressmanpr@searchlogixgroup.com.
I will be the first to admit, I did not want to take the time joining different networking sites. My immediate reaction was "this is way to time consuming", "there are just too many sites to choose from", "it will take me forever to read through all the forums just to feel I have earned the right to reply to someone's comment or inquiry".
I will also be the first to admit that you will become part of a family much larger than you own. I have grown to realize that networking is a win/win situation. I have become more innovative, "reinventing the wheel" for the "norm, and truly have a professional bond with my virtual counterparts who sincerely has a genuine devotion to helping others succeed. I would like to take this same aspiration and past this along to my "newbies" who feel just as overwhelmed as I did!!
You, too, can be a great networker, and here's how:
I find that these principles continue to be true for me and my clients. We need to see networking as something that benefits us on multiple levels, is part of our jobs and brings real value to our clients. When we are strategic and consistent about it, then we win big.
Excepts from Kristi Hedges who is founder of The Hedges Company, an executive consulting firm that trains CEOs and entrepreneurs to communicate as leaders. She is also the co-founder of a top Washington, DC, technology PR firm, which she successfully exited in 2007.