Critical Skill Competency Training for Recruiters
By Nick at 17 February, 2007, 6:00 pm
There’s a new paradigm occurring within the HR Strategic Staffing function. 1) Linking recruiting to business strategy. 2) Adding value as a Strategic Partner/Consultant. 3) Streamlining Costs. 4) Improving productivity. 5) Improving Quality of Hire. 7). Customer Focused. 6) Do all of the above plus more without sacrificing quality of hire. Interviewing falls into one of these categories as well as reducing cost per hire and a few other metrics that you did not mention. But what about the other critical skills and core competencies that are required to plan, recruit, select and integrate quality diverse talent into the organization.
Is it important for HR function in an organization to provide strategic staffing and recruiting skill and competency training for their HR recruiting team members? The answer is yes. All recruiters should undergo basic skill training before they analyze and shortlist resumes. I never met a person who was born to be a Strategic HR Recruiter! It is a learned function that develops over a period of time, which has to be observed and measured along the way in order to optimize individual and team performance levels.
I have been searching for some training that is available to help train recruiter’s and generalist’s to develop their core competencies in the areas of strategic planning, analytical thinking, communication, and talent management. In addition, develop the skills that link to each of these competencies. Most organizations are still not linking their day to day HR recruiter activities to the business core competencies. This type of program will help mentor and improve the career opportunities and performance for the HR recruiter and easily align their skills and competencies to the business objectives and core competencies.
Those are areas of personal growth. The best way to develop those traits is with experience and/or regular review and counseling. I can teach someone how to network and aggressively market themselves in theory, but it won’t be useful without the motivation or experience of actually doing it. I recommend you hold weekly or monthly peer review sessions so your staff can discuss their recent experiences and make suggestions to each other. Wanting to impress others should also motivate them to succeed and become more aggressive.
There is an interactive training course for recruiters called “How to Interview & Hire the Right People”. This interactive learning course is on CD-ROM and published by SkillSoft which focuses on organizing the hiring process into four parts. Their course focuses in on proper job order creation, resume screening, interviewing effectively, and quantification of results. It saves your last point to allow you to train in segments.
In order to remain competitive and to realize the benefits of competitive advantage, organizations must place more emphasis on preparing their staffing and recruiting function by focusing on the development of strategic staffing and recruiting capability and the systems and processes which support this capability.
An effective training program should be designed to implement strategic staffing training solutions that:
- Can be aligned with an organization’s strategies and goals
- Provides the best enabling recruiting process technology solutions and training content
- Leverages a proven strategic staffing training methodology
- Link individual Strategic HR Recruiter competency gaps to training and development
- Facilitates the Strategic HR Recruiter acceptance to critical skills and competencies
- Analyzes and measures the practical application of critical staffing skills and competencies
- Is designed to produce measurable and quality breakthrough results
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