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The recruitment season is underway at colleges across Pakistan and this is a great opportunity for senior management to get out there and inspire future employees. However, what usually happens is that since this activity falls in the HR domain, it is the people exercising that function who will be hustling for recruits.
You may ask: “Isn’t recruitment HR’s job?” Well, HR is the custodian of the recruitment process. But firms that have senior line managers (CEOs and COOs) representing their companies, its challenges, and describing the nature of work first-hand, create a much better impression among potential recruits. In fact, you can even have junior colleagues share their experiences as management trainees and how they have progressed within the organisation.
Smart companies actually build a fully-integrated process involving line managers and HR representatives (HR is the custodian) to ensure that their talent acquisition efforts are robust. Having a pool of trained line managers provides you with a much wider base for assessing talent as opposed to merely an HR perspective. People recruited in this way also find that line managers play a bigger part in the on-boarding process, as there is now a greater sense of ownership and a sense of responsibility to ‘make it work.’
The renewed emphasis on employee engagement has shown how much value can be created for the organisation by implementing simple measures. These engaged employees become brand ambassadors and are a great resource at recruitment time, bringing visible energy and enthusiasm to the effort.
Beyond direct efforts, there other avenues for a company to develop its recruitment momentum and ensure a steady stream of talent. These include participating as speakers and panellists at colleges, conferences and seminars, and hosting field visits for students. There are opportunities on TV, radio and print media to share expertise and build a profile for the company and its leaders. In this way, one does not need to wait for the recruitment season to kick off the process.
Leading companies know that recruitment is too serious a business to leave entirely to HR.
– Leon Menezes
The writer is a senior HR practitioner, professor-of-practice and an executive coach.
First published in the Careers Section of The DAWN National Weekend Advertiser on April 27, 2014.