We all know that recruitment is part of the HR department which means that this type of HR function should have its own strategy or goals in order to have purpose.
This strategy would really be dependent on the real nature of the organization because it should coincide with the goals of the HR department. Here is a good example of possible goals which could be used in the HR department:
- To create significant jobs that is vital to meet the goals of an organization
- Appointing right personnel in right position, thereby ensuring that required knowledge, expertise, and skills are blended in right proportion for the accomplishment of goals
- Developing a framework in order to help employees to effectively carry out their tasks and responsibilities
- Creating a favorable environment for employees to work within the organization
- Providing employees with feedback regarding their performance
- Creation of a positive working environment
- Retaining competent employees
- Assist employees as well as the firm to face challenges and changes
As part of the recruitment team, functioning towards these goals would ensure that you are doing your job in a way wherein you implement the goals of the organization.
Do you practice that when recruiting?
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Do you think HR should split responsibility internally between recruitment and staff development / well being?
Posted by: Chris from For Switzerland Jobs | August 19, 2011 2:59 AM | Permalink to Comment