Over the years I have encountered several HR Pros that are
focused on everything but strong recruitment/talent strategies. They get bogged down in the details, focusing
on paperwork, policy compliance, and everything else that (for the most part)
does not add as much value as finding ROCK STAR employees.
Ever heard of the Rock/Pebble/Sand example for time
management from Steven Covey? If not
here is a YouTube video link
to explain more. Anyways, I like to
apply this same principle to HR main accountabilities (This applies to
generalists not specialists):
·
ROCKS
o
Attract
o
Reward
o
Retain
·
PEBBLES
o
Strategic Recruitment Strategies
o
Compensation/Reward Programs
o
Employee Relations
o
Talent/Employer Branding
o
Payroll Strategies
o
Training/Development
·
SAND
o
Paperwork
o
Posting Positions/Requisitions
o
Keeping up on Social Media
o
Putting together offer letters
o
Planning a Leadership Training
o
Etc…
So think of it this way, if we spend most of our time
focusing on those things that are necessary but do not add overall value to our
organization, than we do not have time for the things that do. Susan Heathfield writes in her article The
New Roles of the Human Resources Professional on About.com, “The role of
the HR manager, director, or executive must parallel the needs of his or her
changing organization. Successful
organizations are becoming more adaptive, resilient, quick to change direction
and customer-centered. Within this
environment, the HR professional, who is considered necessary by managers and
executives, is a strategic partner, an employee sponsor or advocate and a
change mentor.” In order to be
strategic, and truly partner with senior leaders in your organization, spending
time on the non-essential, non-value added tasks can be devastating to your
ability to be viewed as a valuable member of the organization.
This may be a long winded approach to explaining why truly
focusing on strategic recruitment is important, but I honestly believe if you
do, and if you focus on building talent pipelines, and building strong
on-boarding processes you will add more value than most anything else.
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