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Knowledge of today’s talent marketplace not only enables strategic HR recruiters to guide their strategic partners to business solutions; it helps them serve as effective role models for their colleagues. It also earns the HR recruitment team’s respect – a key ingredient, given the HR recruitment function’s increasing requirement to become strategically focused.
Recent research indicates that top-performing strategic HR recruiters fulfill three key roles. As judged by their strategic partners, colleagues, and managers, and by their track record for meeting and exceeding performance, highly effective strategic HR recruiters perform the actions associated with the following three roles better than do their less effective colleagues:
As a recruitment strategist, the strategic HR recruiter utilizes knowledge of the organization’s business strategy, market and labor trends, needs, and perceptions to develop strategic recruitment team strategies and goals that reflect a balance between attaining business financial goals and satisfying senior and line management needs.
The strategic HR recruiter ensures that others understand these goals; obtains commitment from their colleagues and hiring managers to achieve them; and modifies recruitment strategies, processes, and activities based on the strategic recruitment team’s success at building lasting strategic relationships.
As a strategic communicator, the strategic HR recruiter organizes and uses information effectively, obtaining it from and sharing it with the HR recruitment team, management, and other stakeholder groups. He or she possesses the interpersonal skills to seek a clear understanding of all strategic recruitment communications, clarify expectations, and resolves conflict. The strategic HR recruiter also utilizes basic and advanced recruiting, presentation, and negotiating skills to support the HR recruitment function and individual recruiters in their quest to gain senior and line managements respect. He or she ensures that meeting times with senior and line management is used productively, maintains complete and accurate records, and gathers and uses feedback to improve senior and line management relationships and internal processes.
As a coach, the strategic HR recruiter helps establishes an environment for performance improvement. He or she does this by maintaining good rapport with the HR recruitment team and fostering open communication, collaboration, creativity, initiative, and appropriate risk taking. The strategic HR recruiter models professional attitudes and behaviors. The strategic HR recruiter demonstrates awareness of individual differences among team members, helps new and veteran HR recruiters establish clear priorities, and suggests appropriate rewards and recognition to HR management.
Lastly, in the role of coach, the strategic HR recruiter provides each HR recruiter with specific feedback on observed strengths and weaknesses. He or she influences each HR recruiter to work with HR management to create and implement a developmental plan to improve performance, which includes ongoing training and coaching in strategic recruitment skills, developing solid strategic partner relationships, recruitment strategy formulation, and business acumen, including talent market knowledge.
The bottom line is the strategic HR recruiter is a true advocate to help the HR recruitment manager balance their day to day operational challenges.
This article was written by a former Workforce Magazine HR Optimas Award Recipient for High Potential HR Recruiters.