For the career minded HR Professional, starting in recruitment could lead to transitions into training, performance appraisal, compensation, employee relations and possibly even management. To quickly increase your upward mobility it’s important to hit the ground running as a new recruiter.

Below are some tips and suggested actions you can take to make sure your first few months on the job are productive and successful.

1) Orientation into the Company. Large companies typically provide detailed orientation giving an essential overview into company operations. This may include a tour of the office, a visit to a regional sales branch/distribution depot and maybe an invitation to join the next company sales training course! Even though you’re new, you will be under close scrutiny by senior managers evaluating your potential. Still want to be a recruiter?

2) Job Descriptions. Build up a bank of job descriptions. Discuss with your manager which ones to prioritize and work with departmental supervisors or regional sales/distribution managers to sign off on them.

3) Interview Preparation. Select company product brochures/videos to use during your interviews. Write a flexible “prompt” to introduce candidates to the company, its products and the work of the department where the vacancy is.

4) Candidate Assessment Form. Added to the candidate’s cover letter and resume, this will be a key tool in developing your judgment to arrive at a short-list of candidates to present to managers. If candidates do not meet the required profile then acknowledge that and repeat the recruitment exercise. Could you really take this pressure? If “yes”, read on!

5) Selection Mediums to Advertise Vacancies. You will need to advertise the vacancies. Identify newspaper circulation figures and the “quality” of the newspapers. Discuss with your manager the newspapers to use and company policy on use of the company website to advertise vacancies.

6) Job Advertisements. Discuss your draft texts and use of the company logo with your manager. Some managers pay advertising agencies to create their advertisements. What do these guys know? Limit their involvement to buying newspaper space at discounted rates and pass the savings on to your Company!

7) The Concept of “Staff” and “Line”. The overall objective of the HR function is to provide a service to the line managers. Forget this at your peril!

8) Assessment of your Recruitment. You should be judged by your successful short-listing of talented staff. Inevitably, you will be judged by your short-listed “failures”!

Conclusion
This is your opportunity to attract candidates with potential to your company. As their careers develop, so will yours. Wishing you successful recruitment!

What do you think, HR Professionals? Any advice to share on how to launch a successful HR career as a recruiter?

Disclaimer: The ideas and personal opinions expressed by the author in this article do not, in any way, shape or form, represent current policies of any specific corporations being “followed” or mentioned in the author’s LinkedIn Profile or HRPayrollSystems.net.

About the Author:
John Greaves worked for twelve years as HR Manager in London, England at the Corporate Office of a multi-national Manufacturer. He was accountable operationally to the Commercial CEO and functionally to the Head of HR at the Corporate Head Office in mainland Europe. On leaving, John then founded and ran a successful recruitment Agency, recruiting mainly for the automotive parts “Aftermarket”, before diversifying successfully into Business Development, a function in which his business is thriving.

Readers interested in any points discussed or omissions are also invited to contact the author John Greaves on LinkedIn or by emailing him at jfgsales@btconnect.com.