Tasks as a recruiter

[Freelance Recruiter]

I came across this on some site. I thought it would be good to share with you all. Here it is:

 

Your First Task As A Recruiter: Recruit Senior Management Onto Your Team By David Lee

If your job is to recruit the best employees possible, here's what should be at the top of your "To Do" list: recruit senior management onto your team. You can increase your efficacy – and your value to your organization – by helping them recognize that the responsibility for recruiting talent doesn't lie in the recruiting department.

Recruiting talent is everybody's job and should be on everybody's mind. Recruiting is everybody's responsibility because every person, every decision, and every action influences whether your organization is a Talent Magnet or a Talent Repellent.

Any management team serious about their organization being a Talent Magnet should think about how they, and their actions, influence their Employer Brand.

After thoughtfully considering all the variables, Olsen responded with two words that should be engraved on every manager's consciousness: "Everything matters."

Everything matters when it comes to your Employer Brand. Everything matters when it comes to your ability to recruit – and more importantly, to attract – the best employees.

Just as importantly, every moment of truth influences whether your recruiting efforts are limited to your recruiting department, or whether your whole workforce engages in recruiting. Research shows that the best source of quality applicants comes from an organization's employees – or more accurately, from happy employees. If you don't have happy employees who are proud of their employer, don't expect a stampede of employee referrals.

To unleash the recruiting power of your workforce, you need to have an organization that inspires loyalty, passion, and pride. To have this kind of an organization requires a unified effort with everybody recognizing that Everything Matters. It means that everybody understands that every policy, every process, every interaction, every decision matters.

To begin this exploration, here are four questions for your senior management team:

Does Your Reputation In The Marketplace Warrant Pride?

Your reputation in the marketplace, your corporate brand, affects your ability to attract talent. Employees want to feel proud of their employer, to believe that they are part of an organization that produces world class products or delivers world class service. Thus, managers who oversee your organization's interface with the marketplace would be wise to scrutinize every marketing, public relations, and customer service process and ask:

 

• "How does the way we do this affect our Employer Brand, our appeal in the labor market?"

• "Does this process inspire pride in our workforce (and therefore their ability to speak highly of us)?"

Does The Way You Run Your Organization Warrant Pride?

Facilitating employee focus groups over the years has taught me one thing above all else: employees notice everything. Ineffective processes, poorly thought out decisions, nonsensical rules – they notice it all. These observations form the basis for some pretty unflattering assessments of management's ability to run the organization. These assessments, in turn, profoundly affect not only employee morale and loyalty, but also what they say to others about their employer. Because management is usually unaware of these unspoken observations and judgments, they don't see how they are contributing to a weak or weakening Employer Brand. To prevent this from continuing, senior management would be wise to examine all organizational processes and ask:

• "Does the way we do this process reflect a well run operation, or a fly-by the-seat-of-the-pants outfit?"

• "Does the way we do this engender pride?"

• "Does this contribute, or detract from, the Employer Brand we are trying to create?"

Do you support, or thwart, excellence?

Many organizations drive their most talented employees out the door, and into the arms of their competitors, by subjecting them to inadequate technology, insufficient logistical support, and creativity stifling bureaucracy. Although nobody likes to have their efforts at doing good work thwarted, this is even more of a deal-breaker to those who demand excellence of themselves and others. When they've had enough and leave, they become part of their former employer's negative PR firm. Those who stay, simmer silently, with no intention of ever making an employee referral.

If you're serious about being a Talent Magnet, your technology, policies and procedures, staffing, logistical support, and training should be examined through the lens of:

• "Does this support, or thwart, excellence?"

• "How does this affect what employees think of our organization and what they tell others?"

• "Does this contribute or detract from the Employer Brand we want?"

For full article please click the below URL :
http://www.humannatureatwork.com/Recruiting-Employees.htm