Many will tell you that recruiting is the most important function in an organization because it’s where potential new employees meet an entire organization for the very first time—and through one person. Recruiters and HR are tasked with creating smart strategies that will attract and win the hearts and minds of the people their organizations need to grow and thrive.
The recruiting function has changed drastically over the past 10 years due to technology and workplace and workforce trends. Employers are finding that, to remain competitive, they must increase their focus on getting recruiting and candidate experience right. And in today’s hyper-connected world, every single employee has become the recruiting arms, legs, voice and ears of an organization. They, too, can impact the candidate experience and are a window into your workplace culture.
Speaker, author, and leadership and management consultant Sharlyn Lauby says in her latest book, The Recruiter's Handbook: A Complete Guide for Sourcing, Selecting, and Engaging the Best Talent (SHRM, 2018), “At some point, everyone needs to learn recruiting. I’ve worked for many organizations in which everyone was a member of the recruiting team. Just like everyone was a member of the sales team.”
It’s important for leaders to ensure that recruiters have the resources and tools they need to do their jobs and that recruiters understand the basics of a strong recruiting function and keep up with the trends that are continually changing the world of work. In an interview for SHRM18, Lauby said, “For the majority of my career, I’ve been an HR generalist. At one point, my vice president asked me to lead the company’s recruiting function. Honestly, I thought it was punishment. I knew very little about recruiting—except interviewing. It wasn’t until I got the job that I realized how much strategy goes into recruiting. I wrote The Recruiter’s Handbook because it’s the book I wish someone had given me when I was managing talent acquisition.”
How are you building, developing and evolving your recruiting strategies?
Please join @shrmnextchat at 3:00 p.m. ET on September 5 for #Nextchat with special guest Sharlyn Lauby (@sharlyn_lauby). We’ll chat about the basics of a strong recruiting function and what recruiters and employers can do to continue to evolve their strategies for the ever-changing world of work.
Q1. What are the building blocks of a strong and sustainable recruiting foundation for an organization?
Q2. How do you build trust in the recruiting relationship with a candidate?
Q3. Which technologies and workforce trends have made recruiting easier -- and which have made it more difficult -- in the new world of work?
Q4. To build any strategy, you must “know your audience.” In recruiting, that means “know your candidate.” How can HR and recruiters create personalized candidate experiences that achieve your recruiting goals?
Q5. How can HR and recruiters give candidates a closer and more transparent look at the organization’s culture during the recruiting process?
Q6. How can understanding and having worked in recruiting contribute to your future success as a senior leader?
Q7. What workplace trends on the horizon should recruiters and employers be watching closely?
Q8. What advice can you share with anyone who is beginning their HR career in the recruiting function?
If you missed this #Nextchat, you can read the RECAP with all the tweets here.
The Recruiter’s Handbook (SHRM, 2018) provides a comprehensive, step-by-step guide into the recruiting process -- from employer branding and the candidate experience to recruitment ethics and the changing legal landscape, from social media sourcing and reference checking to onboarding and succession planning.
With insights, tips, and tools from dozens of recruiting experts and real-world case studies The Recruiter’s Handbook provides a tried, true, and tested toolkit to not only help shorten learning curves and avoid legal pitfalls, but also build trust in new hire relationships.
Along the way it shows how to drive cultural change by raising awareness of your organization’s TA function; how to develop offers guidelines for your veteran, disabled, or even ex-offender recruiting efforts, how to build strong apprenticeship, mentoring, or internship programs, what style of interview works best, how do you effectively employ resources and tools like candidate assessments, reference checks, background checks without inadvertently violating the law, and much more.
You’ll make this your talent acquisition bible, use its tools and templates as roadmaps to your own success and the success of your team,
Also, at the end of each chapter, the book offers guidance and best practices from human resources, recruiting, and business professionals on how you can take your recruiting game to the next level.
At the end of each section, we’ll recap the top takeaways so you can stay focused on implementing your recruiting strategy as well as a list of actionable, practical tips, and resources to make your job easier.
This book is approved for SHRM Recertification Credit. After reading the book, earn a passing score and receive 3.0 Professional Development Credits (PDCs).
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