The job of the HR professional especially when it comes to recruiting has changed. It never was a straightforward process, but it’s even less of one now. The rules have changed on how to acquire and bring top talent in to a given organization. The main reason is a combination of both the Internet and social channels. The review process alone can be staggering from checking up on a candidates Twitter feed, to setting up multiple live interviews. Understanding potential candidates thinking via their blog combined with their LinkedIn profile can give you an incredible amount of insight. This is even before they walk in the door of your building. It now requires an individual in HR that can break free of process constraints while being highly strategic at the same time. This is what will truly give you an edge in hiring top talent. It also has the potential to save your company hundreds of thousand dollars in recruiting.

That being said what could the job description potentially look like? This can be easily added to or adjusted, but we feel it can be very direct. There is no need for a long lengthy description as this job will be about simply making things happen. Here are a few thought provoking ideas for the new human resource professional job responsibilities.

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EXAMPLE DESCRIPTION:

1) Initiates ideas for the company: The new HR member will be responsible for the generation of new ideas not only in recruitment, but to grow the company as a whole. You’ll be required to understand the company from the inside out and participate in meetings you may not feel falls within the HR job responsibilities.

2) Required to do things that make them uncomfortable: The new HR member will be responsible to ask potential candidates about their online participation. They will need to dig deeper to truly understand how the candidate thinks and acts before they begin interviewing with other team members.

3) Required to have a deep understanding of social channel interactions: The new HR member will be expected to be a power user of social channels and understand how they affect the type of talent we bring in to our organization. Whether that be for negative or positive reasons it will act as a key performance indicator when it comes to recruitment as well.

4) Education is necessary, but creative thinking is king: We absolutely want someone that is educated and well rounded, but at the end of the day we need strong creative thinkers. You’ll be responsible to come up with innovative ways to keep employees engaged that make our company a destination. Therefore retention of employees and helping them love their jobs is just as important as recruitment.
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There you have it. This is a template of sorts for a job description that is atypical of ones that you see most of the time in HR. There are of course some fundamentals worked into the description, but it needs to be thought of differently to move the chain. We'd love to hear your thoughts. contact@shinyneedle.com.