Human Resource Professionals
The short answer? You might be one even if you think you are not! If you are reading this and you’re a recruiter, chances are that your position is tied into HR, as well as interacting heavily with HR professionals.
Human resource professionals include any businessperson who is knowledgeable about and works with human resources business topics like benefits management, compensation, recruitment or employee retention. The job titles in human resources include HR generalists, compensation analysts, payroll administrators, recruiters, staffing managers, employment marketing professionals, onboarding specialists, workforce management consultants and compensation analysts. Recruiters may think of themselves as headhunters first and HR experts second, but they are some of the most knowledgeable human resource professionals in the business world.
Why not put that knowledge to use? Here are some of the human resources processes that recruiters can add to their repertoires in order to give more value to their clients.
Human Resources Administration
Human resource professionals are probably most well known in the business world for things like writing job descriptions, handling the hiring paperwork and managing payroll. Recruiters may not be able to manage payroll, but they can help the HR departments improve the efficiency of all these processes, as well as handle the hiring process and administrative tasks like writing job descriptions.
Employee Retention Services
Recruiters not only need to make sure that the right talent gets into the right position at a company, they need to make sure that they stay there. Employee retention is all about having employees that are happy at their jobs, and recruiters can make this happen from day one by making sure the candidates needs and expectations line up with the company’s. Recruiters can also learn about retention programs like performance rewards and help their clients implement strategies to reduce turnover.
Compensation Analysis
Many employers don’t understand how their job offers, salaries and benefits match up with others in their industry or in similar job positions. This can make for complicated job offer negotiations, overpayments and unhappy clients. Recruiters should understand the basics of compensation analysis so they can inform their clients about the best compensation packages for their job candidates.
Onboarding and Training Services
The recruiter’s job doesn’t end when the candidate gets hired. It’s important for recruiters to understand how onboarding and training affect both the client’s and the candidate’s happiness. Recruiters can make sure that their candidates are happy in their position and that their clients have an efficient new employee by helping the transition from job seeker to employee. These human resources skills can also play into each other because having a good onboarding process also leads to increased employee retention.
Workforce Optimization Services
In addition to finding qualified candidates for positions and turning them into productive employees, recruiters can also help their clients understand how their human resources are contributing to their company’s success. Workforce optimization services encompasses employee retention, performance and workflow improvement processes into one overall package to help clients have more efficient, happier and more productive employees.