Hr Consulting Job Descriptions
Hr Consulting Job Descriptions
How HR Consulting Can Help Your Bottom Line
The job of finding, recruiting and keeping quality employees is a daunting task. Even with the economic situation in such a dire condition, finding quality employees with the specific skills you need for your business has not gotten any easier. Although it is supposedly an employers market, the pressure on the legion of unemployed makes it all that much more difficult to find the truly qualified. With people nearly desperate to find work, they hire polished recruiters to help them in the search for employment, and the desire for work leads to an embellishment of nearly all skills. Hiring the wrong individual can lead to a plethora of problems, so investing in HR Consulting may pay real bottom line dividends in the long run.
Just as recruiters know what an employer is looking for, and make a career out of tailoring resumes to job descriptions so that even sophisticated resume screening software will pick their client, an expert in human relations is knowledgeable in those same areas. They can identify which candidates are likely to truly possess the skills you require for your business. This initial step reduces the pool of candidates without taking any of your precious time.
The interview process, much feared by the employee, is no picnic for the employer either. The same human emotions that affect the potential employee afflict the employer in these awkward interview events. A trained consultant will have the detached professional approach that releases the employer from this uncomfortable task, and probably makes the event less stressful to the candidate who may become an employee. Both sides gain from this approach to the employment process.
Employers are also not all created equal in the ability to interview a potential employee. It requires considerable time and energy to sit down and define what exactly it is one is looking for in a job candidate. A good consultant is an expert at job descriptions and capturing performance expectations. The human resources consultant also has a much greater perspective on how and where to advertise for job candidates.
The internet has rapidly become the marketplace for employment. Individual job candidates create websites or pages to publicize their capabilities and post portfolios and samples of their work in addition to their resumes, which allows employers a greater understanding of the individuals capabilities and potential. There are significant down sides to this, however.
The internet will allow anyone to post almost anything anonymously, so there is no quality control, no check to ensure truthfulness in what is posted. It is also a herculean task to spend the time and energy to find candidates on the web, even after they have responded to a carefully crafted job description, leaving the employer with no solid basis for evaluation and therefore requiring the same interview and evaluation process as before, only with a much greater pool of possible employees.
Using a consulting relieves one from all of this, as a trained professional is social network savvy and can handle the challenges of separating the wheat from the chaff. By targeting your job description listing to search engine optimized sites and serious job bulletin boards, combined with contacts in the employee pool sources like universities and technical college certification programs; they are much better equipped to search in the areas where your skill sets are fomented.
With a little effort on the employers part not to select the employee, but to find a reliable, well qualified HR Consulting firm, the process of identifying and then selecting employees becomes a much simpler task. In addition, the amount of time, energy and money expended in the search for a quality job candidate becomes a definable resource expense that allows for greater stability in the bottom line.
About the Author
If you are having difficulty looking for quality employees why not do a search for temp agency Toronto or human resources consulting.
Hr Consulting Job Descriptions
Human Resources Online Guidance
Perfman HR: The Information and Referral Meeting
The networking process, properly executed, proceeds primarily through a series of information and referral meetings. Information refers to the premise of the meeting, which is to exchange information and obtain advice—not, ostensibly, to interview for a specific job. By defusing the meeting in this way, you make it much easier for people to agree to meet with you. Referral signifies the several referrals you are likely to receive from such a meeting. These referrals will be to other people with whom you can discuss your career objectives, qualifications, and your own and the other person's insights, and from whom you can obtain still more referrals. If you pursue all these referrals and continue to conduct meetings where you make a positive impression, you will soon build a sizable network.
The networking process, properly executed, proceeds primarily through a series of information and referral meetings. Information refers to the premise of the meeting, which is to exchange information and obtain advice—not, ostensibly, to interview for a specific job.
By defusing the meeting in this way, you make it much easier for people to agree to meet with you. Referral signifies the several referrals you are likely to receive from such a meeting. These referrals will be to other people with whom you can discuss your career objectives, qualifications, and your own and the other person's insights, and from whom you can obtain still more referrals. If you pursue all these referrals and continue to conduct meetings where you make a positive impression, you will soon build a sizable network.
Your contacts' purposes in meeting with you, even though they would have turned down a direct request for an interview, may include any of the following:
• They are, in fact, looking for talent but have not yet shaped a specific job description and are therefore not ready to conduct formal interviews.
• They are pleased with the compliments you paid them in your approach letter and are happy to provide you with career advice.
• They do have the kind of knowledge you are seeking and are glad to share it.
• They are intrigued by the homework you have done and think that your research and fresh viewpoint may be worth their attention.
• They respect the person who referred you and consequently feel that you must be worth meeting.
While information and referral meetings are less formal than interviews, it's helpful to have a structure in mind when planning and conducting a meeting.
The following simple structure is effective:
1. Opening comments.
2. Defining the purpose of the discussion.
3. Acknowledgment of the other person's qualifications.
4. Brief self-presentation.
5. Main discussion (questions, review of your ideas, advice, etc.)
6. Referrals to other resources
7. Statement of appreciation and follow-up actions to be taken.
Opening Comments
Opening comments are the remarks that get you started in your conversation—small talk, essentially. With a friend (an A contact), all you need is a transitional sentence from whatever you were discussing up to this point, such as:
"Sue, I don't know whether I've told you this, but I'm developing a job campaign, and I'd love to hear your thoughts about it."
or
"Manoj, you've done so well at Accenture; I'm wondering if you would share some thoughts on job hunting with me."
When you're meeting with someone less well known to you, such as a B or C contact, you should open with some get-acquainted remarks such as "I've been looking forward to this meeting, and I certainly appreciate your taking time out of your busy schedule."
You don't want this chit-chat to go on and on—a few minutes, maximum. Its purpose is simply to get the conversation flowing in the right direction.
Purpose of the Discussion
Next you should briefly state why you have started the discussion or arranged the meeting:
"I have a few questions about the strategy I'm following in searching for a job in international trade."
or
"I've been doing some research on acquisitions and mergers in the health care field and would like to hear your thoughts about what I'm finding and what it might mean for my own career planning."
or
"I've had a number of interviews for positions in corporate finance, but so far just one solid offer. I'm interested in your opinion about the offer, as well as whether I can reasonably expect to do better if I stay on the track I've been following."
or
"I'm really excited about e-commerce and about the opportunities it seems to offer for a person strong in both business and creative. I just need some advice on where to focus."
You don't need to go into much detail at this point. Just give a general idea of what you want to talk about.
Two Cautions
1. You asked for an information meeting—don't try to convert it into an interview. If you do, you may be shown the door rather quickly. Stick with the original premise of the meeting. If an opportunity exists, it will come up later in the conversation.
2. Do not state your interest in obtaining referrals as a primary goal. It's okay to say you would also like to learn about other resources that might be helpful. But a blatant request for referrals at this stage, before the meeting is really underway, won't give you an easy shortcut to your contact's Rolodex.
Acknowledgment of the Contact's Qualifications
A simple statement will suffice to both please the person you are seeing and show that the person's knowledge and experience really could be helpful to you. You might say something like:
"Karishma, you've always given me such good advice; I feel like you're just the person to talk to now."
or
"Your experience in dealing with corporate finance led me to seek your help in evaluating my experience and figuring out how I should present it."
or
"Tanmay told me you're probably the single best person I could talk with about my research."
Say just enough, no more. You don't want to embarrass the other person or set off the need for a host of disclaimers. The other person will probably respond to your well-phrased acknowledgment with a statement like, "I'll be glad to help if I can."
Sonal Aurora is director and co- founder of executive search firm Mumbai Perfman HR (www.perfmanhr.com). Perfman HR is a premier HR Consulting Company Founded in Mumbai, India. We are an inventive and dynamic Human Resource Company specializing in Talent Engagement, Learning & HR Solutions.
About the Author
indian recruitment firm perfman hr is headquartered in mumbai our aim is to connect, engage, retain and develop talent we offer the following services recruitments, industry data mapping, devising performance bonus systems, psychometric test development, framing policies, drafting hr policy and procedures in the hr manual, hiring support