While Recruitment and Selection is usually linked together and included as one of the many functions within a Human Resources department, it is one of the few programs that can be implemented as a successful stand-alone business option.
There are numerous recruitment services across Canada providing support to organizations that need or want to use external expertise in order to find solutions to their staffing concerns. There are firms that provide immediate or short-term staffing solutions, such as temporary agencies supplying specialized workers for daily, weekly, or mid-terms assignments. There are also high-level talent management agencies (headhunters) that work with organizations to fill senior or executive level positions. In either case, these companies are focused on making the link between what an organization needs and what the marketplace of potential candidates offers in order to fill those needs.
As with any business, productive talent management firms thrive on passion and commitment to best practices in recruitment strategies. A recent interview with Erica Briody (Senior VP, Global Talent Acquisition) provides us with an excellent overview of what success looks like as a leader in this field.
Of the key messages that Briody shares through the interview, one is the need for Talent Acquisition and Human Resources to be proactive and aligned with the organization’s business practices. In addition, Briody, advocates for well-designed recruitment plan in order to meet the needs of the business, which may not be a one-size-fits-all strategy.
On the one hand, the proactive response needed from Human Resources to ensure that recruitment efforts are aligned with business needs do reinforce sound corporate practices. On the other hand, adapting recruitment design to fit a specific organizational need may be more of a challenge. As Human Resources practitioners, we are trained to provide objective and systematic approaches in recruitment in order to avoid or diminish potential discriminatory, illegal or subjective practices. We are trained to not place the organization at risk through the implementation of overly creative practices.
Perhaps a take-away from this expert is the reinforcement of the view that the role of Human Resources is always a bit of a balancing act. What saves us from falling is the commitment to passion, trust, and integrity in our chosen vocation.
- How does recruitment design impact business success?
- What impact does a successful hiring decision have on both the individual and the recruiter?
- What are some of the fundamental Human Resources practices that Erica Briody uses at a global level?
- When you think about your own career in Human Resources, what excites you the most?