Recruitment and Selection Strategy: I Want to Work as a Recruiter. What Kind of Employer Should I Look For?

If you want to work as a recruiting specialist, you have 3 main types of employment you can look for. The final choice is yours.

Choice 1 - less risky and most comfortable - an ordinary company which has an HR Recruitment specialist position open. You will get a list of job openings and you will start recruiting. You will do mostly only recruitment tasks: posting ads, reading resumes, doing interviews. Maybe some presentations and recruiting events from time to time.

Choice 2 - medium risk and medium comfort - a recruiting agency. You will face 2 situations:
 - competitive, well-placed on the market agency where you will do mostly recruitment but at high volumes. You will work with multiple clients and a wide-range of positions. Great place to get lots of experience.
- smaller company, struggling to survive. Since agency recruitment fees are quite high, you will work for a company struggling to get clients. You will do recruitment but you may be involved in sales and searching for new clients. By client I mean - company in need of candidates to fill open positions.

Choice 3 - high risk and not much comfort, but great satisfactions in case of success - your own recruiting company. You will do part sales in search of new clients and part recruitment. If you are successful you may find someone in time to do the sales, the recruitment or both for you.

Good luck.


Recruitment and Selection Strategy: What Skills Do I Need to Be a Good Recruiter?

This is an extract from my book - A Career in HR - The Good and the Bod;

These are the skills you need to have or to develop in order to be a good recruiter:

Intelligence level over the average.

Highly responsible person – will be taking the initial decision concerning a candidate being rejected or selected for next stage. Someone’s fate depends on his/her decision, experience, skills, mood sometimes or state of fatigue.

Great decision taking skills – will take decisions concerning candidates being selected or rejected, will change the strategy in a project if things don’t go well on the initial path, will take decisions concerning recruitment channels and will be responsible for the success of decisions taken, will take decisions concerning partnerships with recruiting agencies (if to use or not and when since costs are very high).

Very organized person – will manage hundreds of resumes (sometimes thousands!), hundreds of candidates, will give hundreds of feed backs – all on time and to the correct candidate; will prepare daily, weekly, monthly and yearly reports.

Good communication and presentation skills – will give information to candidates, will deliver presentations to general public, and will represent the company.

Pro activity – will have to come with solutions for problems that haven’t yet appeared; will always be searching for ways to improve and make work more efficient.

Mature person – closely connected to the amount of decisions to take; will be responsible for own actions.

Strong analytical skills – will have to analyze resumes, recruiting channels’ efficiency, market reports, recruiting agencies’ reports; will be carefully analyzing a candidate’s skills and if they fit to the job or in the new team;

Flexibility – will have to change recruitment strategy as often as necessary to meet targets and deadlines;

Great time management skills – must be aware that requested resources and reports must be delivered on time;

Highly sociable person – will be working daily with a lot of people; must be sociable and must like interacting with people since there will be days with 14 interviews (situation not recommended by theory books, but different and inevitable in reality).

Some project management skills – can be given a project to complete by himself/herself and will need to organize available resources. I.e. it’s not possible for a recruiter to recruit a large team of let’s say 30 people alone. Ability to organize and conduct own work and available resources without too much supervision.

Professional attitude – represents a first contact between candidates and the company, can influence negatively or positively the company’s image on the market;

Some telephone skills – will be conducting from time to time phone interviews;

Some technical skills – will need to setup some software alone; will need to prepare and conduct a presentation with a laptop and video equipment alone in a different location than the company headquarters where an IT representative is available; will need to use a laptop, smart phone sometimes, conference equipment, video equipment, USB sticks, headphones, some software. A recruiter must be ready to learn how to use all these and how to make work easier.

Great resilience to effort – will be reading sometimes resumes at 10 pm at home; will be carrying a large laptop around, will be carrying presentation materials around, flyers and others. Will be asked to work overtime from time to time, at work or at home; will be asked to give up vacation if a new project needs to start and reschedule own family time.

Great resilience to stress – will have tight deadlines and huge volume of work from time to time; will have stressed managers who will ask for fast results for projects.

Human Resources Mysteries: Is Human Resources a Good Career Option?

Depending on what your skills and aspirations are, it can be a great career option.

Please consider the following:

- you have the possibility to implement a lot of great measures to motivate and help the employees;
- you have the possibility to represent your company in public meetings, conferences, at the University, at job events, you get to talk to the media, to students, to teachers, you can even get to present your company in the same auditorium where you used to study - this time in front of the students;
- the management asks for your opinion concerning recruitment plan, training opportunities, employee motivation, labor requirements, performance management, employee surveys and action plans - your opinion matters;
- you can influence the image of the company when communicating to candidates and job portals;
- you can influence the well being of the company by recruiting and developing the best people;
- you can create a great work environment by organizing team buildings and various other smaller team activities;
- you can help people by offering them advice or simply listening to their problems and at least trying to improve their life;
- you get to talk to a lot of people, to learn new things, to make friends.

- working with a lot of people every day can turn you in an anti-social person; you need to really be a great people's person if you want to survive; human resources is not for those who want to work alone in a closed office in front of their computer;
- sometimes people drive you crazy with silly questions and actions: they lose their badge, they don't like their photo in the database and absolutely need another one taken, they forget to fill in and sign things and you have to chase the around, they don't read the procedures and make mistakes that you have to help fix all the time, they forget their passwords, they create chaos and you have to be a moderator for disciplinary actions, they forget their locker key at home and come to you for another one for the day, they lose, forget, ignore and don't pay attention to details and make your life a living hell;
- most of the times when something's wrong, they come to HR, even if it's not HR's job (someone took their parking space, someone stole their food from the fridge, there's no more coffee in the machine, they don't like the carpet in their office, they want to suggest removing plastic cups from the kitchen etc etc.); all this because you did their Induction training and they don't know who to go to;
- bureaucracy can be a killer in HR; legal paperwork takes ages to complete, has strict deadlines and is not valid if a word or number is missing; so you must be really careful about the paperwork you prepare and register with the authorities;
- payroll, unless outsourced can drive you crazy - lots of numbers to insert in the system - hours, absences, sickness, bonuses, advances, vacation, new hires, leavers, taxes, contract changes; you must be a patient and attentive to details person;
- if you work as a recruiter, the huge number of resumes to read and people to interview can become overwhelming; you may end up at home after 14 interviews with no desire whatsoever to see anybody, to be called by anybody - you can even turn up to consider water dripping down the pipes tooooo noisy :) ;
- candidates not coming to the interview after you bothered to read the resume, prepare tests, schedule the meeting, prepare questions etc. can make you really mad sometimes, especially if recruitment deadlines are tight;
- reporting in HR is also annoying - everybody asks for HR data in all sorts of formats, most of the time it's the same information in 5 different templates that the 5 requesters can't seem to agree upon and want it their way;

All this being said, inform yourself and choose wisely. HR can be rewarding but also crazy. You decide...


Payroll Help - How Do We Calculate Our Salaries?

The presentation below gives you clear details concerning payroll mechanisms. What is gross salary, what is net salary, what are company taxes.

It was calculated according to Romanian labor law, but it applies in more than one European country. It's going to be helpful for managers in Romania, but not only. Taxes differ from country to country, but the system has more similarities in more than one country.


Useful Job Description for the Position of Training (Learning & Development) Specialist

Here's a JD that I created for one the the employees in my team.
You can use it. It is created for a medium - size company, but can be adapted to small and large companies:

Key Responsibilities:
§  Coordinating the Learning and Development process;
§  Organizing external trainings;
§  Organizing and delivering internal trainings on soft skills and technical skills.
Typical Activities
§  Preparing the Yearly training plan;
§  Preparing and requesting L&D funds for all trainings that are held in the company;
§  Organizing requested external trainings;
§  Coordinating Succession Planning process:
o   Interviewing interested employees and creating a pool of potential candidates ready to fill back office positions and team leader positions;
o   Creating a training plan for the pool of selected candidates and delivering periodical trainings;
o   Developing and delivering adequate internal trainings for the selected candidates in order to prepare them for promotion;
§  Monitoring the training needs of all employees by keeping a close relationship with all managers;
§  Identifying pool of potential trainers to be developed in each team;
§  Preparing L&D reports;
§  Delivering Induction training for all new employees;
§  Improving current training material;
§  Assuring the correct and fair manner of implementing L&D procedures in the company.
Key Relationships
  • Internal clients – contract managers
  • External clients
  • Employees
Measures of Success
  • Successful implementation of HR initiatives;
  • Succession planning procedure implemented and pool of candidates ready to be promoted always available;
Person Specification
  • Graduate caliber with minimum 2 years experience in human resources (recruiting and L&D fields);
  • Ability to critically analyze status quo and propose creative solutions;
  • Maturity, high personal standards;
  • Strong analytical, organizational and project management skills;
  • Ability to influence both internally with colleagues and externally with clients;
  • Proactive and assertive;
  • Communication and presentation skills (especially in front of large groups);
  • Fluent in English;
  • A second language (French/Italian/Spanish/German) – great advantage;
  • Train the Trainer diploma – great advantage.

Useful Job Description for the Position of Recruitment & Selection Specialist

Here's a JD that I created for one the the employees in my team.
You can use it. It is created for a medium - size company, but can be adapted to small and large companies:

Key Responsibilities:

§  Coordinating the recruiting process;
§  Covering all new job openings as well as back fill requests according to specified deadlines;
§  Maintaining a good relationship with Universities and student organizations;
§  Promoting the Company via Internet ads, Job Fairs, other recruiting related activities;
§  Developing the list of recruiting channels;

Typical Activities

§  Working closely with the managers in order to receive and update job descriptions for all open positions;
§  Discussing and selecting the best recruiting channels for each open position;
§  Creating and placing ads on all selected recruiting channels;
§  Developing the current recruiting channels;
§  Promoting the company in students’ organizations, Universities and making the company more visible on the market;
§  Selection and screening of CVs/resumes;
§  Keeping the CVs database up to date;
§  Organizing and holding initial face to face interviews and testing sessions;
§  Coordinating the recruiting and selection processes;
§  Creating recruiting reports;
§  Providing training for all collaborators involved in the phone screens process;

Key Relationships
  • Internal clients – contract managers
  • External clients
  • Employees
Measures of Success
  • Successful implementation of HR initiatives;
  • All open positions and back fills covered within deadlines;
Person Specification
  • Graduate caliber with minimum 2 years experience in human resources (recruiting);
  • Ability to critically analyze status quo and propose creative solutions;
  • Maturity, high personal standards;
  • Strong analytical, organizational and project management skills;
  • Ability to influence both internally with colleagues and externally with clients;
  • Proactive and assertive;
  • Communication and presentation skills (especially in front of large groups);
  • Fluent in English;
A second language (French/Italian/Spanish/German) – great advantage

Recruitment and Selection: Are You a Recruiter?

Here are some questions and tasks you can give to candidates at the interview if you are selecting a person for the human resources department to perform the function of recruiter:

1.       Please write below what recruiting and selection means to you.
2.       Can be recruiting considered a motivation factor?
3.       What are the main tasks involved in the job of a recruiter?
4.       What recruiting channels do you know?
5.       Please describe in details the recruiting process for the following project:

You need to hire 10 German and English speakers (German fluent, English medium) and 5 English speakers (English fluent) for a new client on the following positions:
1 team leader – English speaker
2 senior agents – 1 German, 1 English
1 administrative support – German
11 agents – 8 German, 3 English
           What are the steps you take, the channels you use and the time frames you consider suitable.

6.       Please describe in details the recruiting process for the following project:
You have a team leader position that is filled in by somebody in the team - promotion. How do you back fill the open position remaining in the team after the promotion? 

7.       Please describe in details the recruiting process for the following project:
You need to hire 3 fluent Italian speakers (with medium English) and Linux/UNIX skills.

8.   You are interviewing a candidate that says he has team leader potential but no real team leader experience. What questions would you ask that person in order to see their real potential for a TL position?

9.   One of your colleagues from sales asks you the following question: we would like to see if Iyour city has potential for hiring 5 fluent Portuguese speakers; if yes, what would be the time frames and the salaries that the candidates might accept. What do you do in order to answer this question?
10.   You need to hire 5 great sales agents. What questions would you ask at the interview?
11.   You need to assess if a candidate has good attention to details skills. How do you do that?

I will come back with more...

Recruitment and Selection: Funny Recruitment

Here are a few items that I considered funny from my experience as a recruiter. Please enjoy.

They include funny abilities that people consider they have, email addresses, funny job titles, and funny interview replies. All these have been extracted from real resumes:

Funny abilities:
“I unstress people”
“Observatory spirit”
« PC Knowledge: …Facebook… »
"Fisherman - advanced"
Funny emails (be careful what you put in your resume, the recruiter is attentive to details):

Funny online interview replies:
Q:Which was your biggest professional achievement?
A: My degree at informatique
Q:What's your biggest dream? Describe your ideal career
A: to know more and product money

Your biggest dream: general manager or DONALD TRUMP

Your biggest dream: to become priest (this was from someone applying for a management position)
Your ideal company: Orthodox Church
Your expectations in terms of salary, work environment: None

How would your last manager characterize you: Grade 8

Your biggest achievement: I graduated on time.

How do you see yourself in 5 years? Employed.

Your expectations in terms of salary, work environment: 100 EUR. Do you want?
Are you available to work in shifts?  (same candidate as above): sure for this amount I can even sell my mother.

What is your level of Linux knowledge and where did you use Linux: I have no idea about Linux.

What is your biggest dream? To work in an office surrounded by lots of papers.

What is your biggest dream? To be a police officer. (This from a person applying in a company where customer service is provided, no police work whatsoever).

What is the department you would like to work in (if you had only one choice) and why? I have MORE than one choice.

Funny work experience:
Work experience:
Position: jkggh2005-01 <> 2009-01 (4 years)
Company name: ethyrthjt, (Employees: Over 3000), HR

I don't have any yet.

Funny letters attached to the resumes:

Good day.
I would like to get hired in your company. I have all the requirements. I am not 90-60-90. I am waiting for an urgent response.

Insight on Labor Law

For all foreign managers willing to work for multinationals based in Romania, this presentation of labor law will be useful. It includes all important changes that occurred in July 2011 in the Romanian labor code:

Romanian Labor Law



Human Resources Mysteries: Should You Outsource Your Payroll?

First of all, one short description of outsourcing. It's a relatively new term and from my experience most candidates that I see for an interview have heard of it but don't know what it means or don't know how to explain it clearly.

Outsourcing means giving one of your internal services to an external provider. What can you give? Accounting, HR, IT and many more. What do I mean by "giving"? Signing a contract with an external provider who with his internal means will provide a service that we as a company no longer do internally.

What advantages does outsourcing have? Well, the service is provided by an already-trained team, the provider has all the software needed internally and they are responsible for licenses and legal requirements. Moreover, outsourcing can be a huge cost saver if the provider team is located in a low cost country like India, Romania, Bulgaria and so on.

So, should you outsource your payroll?

No, if you are a small company with 5 employees. Payroll for you can be easily done in an Excel file or even in Open Office Calc (free spreadsheet software) by someone handling HR or accounting. There's no point in paying additional money to an external provider.

Yes, if you are a larger company - 50, 100 employees or even more. There's not a clear line to be drawn between numbers. You don't outsource when you have exactly 50 employees. It's just your decision. Outsourcing the payroll can be beneficial for a larger company because it saves you the headache. The provider has a proper software, a proper team and the proper relationship with the authorities, all of this making payroll simple for you.


Engagement Strategies: Motivating Your Employees – Good Communication

One non-financial manner of motivating your employees is to permanently keep them involved and informed. Please make sure that your employees get:
1.   An internal bulletin – monthly is the best, but you can select any time frame you find suitable; you can even send a survey to involve the employees in the decision concerning theme and timeline; an internal bulletin can include: manager’s message, new hired employees, promotions, HR and financial data, interviews with the team members, news and many more.

2.  Regular surveys consulting the employees on certain issues - presenting the results is very important – the employees feel involved if you do and they see it as a waste of their time if you don’t. Explaining the decision and basing it on the results is also important.

3.  Communication boards inside the company. These boards are also called “Visual management boards”. They must be placed in visible places and must include information of general interest.

4.   Periodic meetings between managers and teams – individual one on one meetings and group meetings – these meetings can be used to communicate feedback, ask for ideas, solutions, take decisions together. All are very important and advisable to implement.

Engagement Strategies: Motivating Your Employees – Proper Training and Development

One good motivating factor for your employees is training. Make sure you do the following for EACH of your employees:
1.  At least a week Induction training in order to introduce the employee in the company; for managers, consider even more – up to a month; by Induction training I mean introduction to company history, company activity, company financial, HR or any other useful details, company mission, vision, values, team, HR policies and procedures, team policies and procedures, client specifications. Al these make sure the employee becomes part of the team.
2.  Assigning a mentor – selecting an older employee to guide the new one through a determined period of time.
3.  Assess employee skills when hired; prepare a training plan for short and long term to make sure skills are improved allowing the employee to perform better and even to get promoted. Offering trainings and development opportunities shows the employees you care. Some of these trainings may be internal – so with lower costs.
4.  Helping the employee pursue higher education. If company budgets allow it, paying for employees certifications and studies, even partially helps with the motivation.
5.  Talk to the employees and the managers about their training and development needs and try to fulfill them.

Engagement Strategies: Motivating Your Employees - Proper Recruitment and Selection

Please don't consider this title as confusing - recruitment and selection can be considered a motivation factor.
How exactly you may say? Well...here's what you can do in terms of recruitment to motivate employees:

1. Selecting the best candidates according to job requirements - this creates a good image and confidence about the HR department - people have the courage to come to you later on for advice, this makes sure that the candidates selected fit the team and work well with their team members, this helps create a strong team; the team manager has the possibility to choose his/her team members making sure the team is fit to work together. All these characteristics of a team motivate the team members.

2. Discussing with the candidates the strengths, weaknesses and career path for the job they apply for - this helps the candidates select the proper job by knowing all the pluses and minuses. They know what they are getting into and they don't get false expectations.

3.Telling selected candidates about salary and complete benefits package so they are aware of the full offer before accepting - this helps candidates with not having "surprises" later on after accepting the job. "Surprises" can cause people to resign sooner than expected. This will create more work for you (maybe you will select someone without thorough testing just to fill the jobs - be careful about this vicious circle), a negative atmosphere in the team and a bad image of the company.

Engagement Strategies: Employee Motivation Idea - Employee of the Year Selection

Here's a proposal for you to think about - how can you select the employee of the year for a team as fair as possible. Prepare an Excel file, include the names of the people in the teams, insert the criteria and give weights to each of them.

Here's a file you can use:

Take into consideration the following criteria:
- mid-year rating grade - rates from 1 to 5 were considered, 1 being the best, 5 the worst;
- annual rating grade - given in October so you can have the final Employee of the year selected by December.

Additional criteria:

Team Work
Employee consistently demonstrates the spirit of teamwork by offering support to fellow employees whenever a need arises for a collective effort in accomplishing a task or goal.  Employee takes a positive approach in interacting with fellow employees.

Employee is always on time for work, doesn't waste time on too long breaks, his colleagues and his manager can always trust that he/she will perform the activity he/she was entrusted with, will respect deadlines and will promote quality of work

Employee has developed an original idea or suggestion that has a positive effect on the operations, policy and/or procedure.  The end result of the idea or suggestion is a reduction in cost(s) to the operation or increased efficiency or accountability.

Personal development interest - Learning & Development
This criteria defines the person's interest in developing themselves, his/her interest in being part of trainings and in improving the knowledge

Employee conducts himself or herself in a manner consistent with the values and goals of the company.  Employee demonstrates an above average knowledge of their job responsibilities and delivers a high quality job performance and services.

Customer focus
Employee consistently recognizes and meets the needs and requirements of internal/external (where applicable) customers.  Employee demonstrates compassion in dealing with the customer, being mindful of how his or her attitude and actions are perceived.  Employees use problem-solving techniques, when necessary, to satisfy the customer’s needs and reflects a positive image of the institution.

Employee consistently uses a systematic approach to accomplishing his/her responsibilities, taking care to minimize errors.  Employee acknowledges and takes pride in ownership of the day-to-day processes for which he/she is responsible and utilizes initiative where necessary to meet overall goals.

Engagement Strategies: Criteria to Check Motivation of Employees

Here are some criteria that you can use use to check motivation of your employees. You can create surveys to see where you need to work on improvement. They have been placed into groups according to Maslow's pyramid of needs.
Lower needs must be fulfilled first:

Criteria to check motivation of employees

Conditions for physical recreation
Conditions of periodical recreation (trips, parties, etc.)
Conditions of serving lunch
Average time spent at work
Bonus and rewards system for holidays (Christmas, Easter, etc.)
Bonus system for results recognition
Budget for travelling
Company headquarters
IT support
Meeting efficiency
Other material benefits (car, bonuses, etc.)
Overtime compensation system
Recreation spaces
Safety of position
Salary increase system
Salary level
The Office
Transportation facilities
Work atmosphere
Degree of information upon company results
Initial training
Quality of collaborating with HR
Quality of collaborating with IT
Quality of collaborating with other departments
Quality of collaborating with top management
The way knowledge is transmitted within the company
Degree of responsibility on the job
Feedback from direct manager
Recognition of my results
Respect the employee is treated with
Work itself
Internal opportunities to develop your career
Opportunities to develop technical/specialist skills
Promotions system within the company
Support offered during the activity
Training system offered periodically