1/21/12

Human Resources Mysteries: What Does a Recruitment & Selection Specialist Do?


As a recruitment and selection specialist you will be performing the following activities:
·           monitor open positions;
·          get involved in designing the recruitment plan for the following period together with the managers of each department in the company or the clients sometimes, plan which will include the number and type of positions to recruit;
·           help managers prepare job descriptions for the positions they have in their departments;
·           use the job descriptions to create and post ads on various recruitment channels;
·       select appropriate recruitment channel depending on positions open (skills needed, number of positions);
·           read the resumes received and compare to job requirements;
·           select candidates to be invited to interview;
·           invite and conduct a first interview with selected candidates;
·           prepare together with specialists and managers and set of practical tests to be given to candidates;
·           be part of the team assessing the candidates during these tests;
·           write down as much information as you can concerning candidate’s performance;
·           offer managers and initial list of best candidates for them to interview;
·         give feedback to selected and rejected candidates – type of feedback is chosen according to source of candidates – internal candidates will always receive face to face feedback, the external ones will receive phone or email feedback;
·         keep an updated database of all positions and feed-backs to use later during recruitment; this will help use previously rejected candidates on other positions or the same position after a while after skills have improved or most important of all, avoid embarrassing situations where the same candidate gets invited to a second interview, after being rejected after the first one the week before;
·         participate in public presentations at the University, conferences, student gatherings to introduce your company and recruit people;
·            participate in job fairs for students, fresh graduates or other skills workers;
·        get involved in the creation of promotional materials to be used for students and during official presentations, either alone or with the help of the marketing department;
·      manage relationships with recruiting partners like recruiting agencies, student organizations, University representatives, job portals contacts;
·         organize internal assessments either for an open position or for selecting candidates to be involved later on in development for a certain position – i.e. select internal candidates who have team leader potential, candidates who will be enrolled in leadership trainings;
·          prepare various recruiting reports;
·          prepare various recruiting estimations requested by managers – i.e. the total cost of recruitment for a team of 30 FTEs (FTE = full time employee), French speakers with Linux skills and the deadline for such a project;
·        prepare newsletters for candidates in database to keep them informed about new positions or changes in the organization that might interest them;
·             prepare recruitment policies and work instructions;
·             in some organizations contact the selected candidates for employment offers;
·           in some organizations conduct trainings of recruitment and selection with managers, internship students, other employees interested or required to participate (i.e. a technical agent who will be part of the final selection process for members of the IT team);

2 comments:

  1. "select candidates to be invited to interview"?

    If a job is highly specialized, the Recruiting Specialist without broad and deep knowledge of the field is certainly not in the right position to select right candidate.

    During a recent phone interview, I stupidly thought the Recruiting Specialist was an expert in Computational Chemistry and Materials Science or at least had some general knowledge of the field so I didn't pay too much attention to the job description. At the end, she asked me whether I have knowledge of solid state chemistry, and suddenly, I realized she might just check the keywords when I described my previous projects on the phone without knowing that some of my projects are actually about solid state chemistry. I requested I should be given a chance of talking to the hiring manager, but received no response so far and she might just have cut me out from the initial screening process. It would be really hard for me being turned down by an non-expert rather than by the hiring manager.

    My question is "What should I do next after I messed up with the phone interview from Recruiting Specialist?

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  2. The Recruitment specialist does an initial selection of candidates based on keywords in CV and on own previous experience with other candidates on similar positions. If the company is searching for Linux specialists, mentioning Linux in your CV is helpful, offering additional details, even more. Sometimes HR has enough experience to understand and test concepts. I am HR but I graduated Computer Science for example so IT concepts are easy for me to understand.

    "What should I do next after I messed up with the phone interview from Recruiting Specialist?" This is tough - normally they have the right to reject you as they do the first selection (mostly HR stuff and partly technical details), so there's not much you can do. You can try to apply again in a while.

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