The recruitment officer needs to ensure that the organization employs and retains the most qualified professionals. It is necessary to meet the needs of different customers such as managers, candidates, and employees. One can consider the following requirements
Customer’s needs
These activities should be evaluated in terms of their importance as well as urgency. I would classify these tasks in the following way.
- The manager’s request is critical, but it is not very urgent.
- The candidate’s need is very urgent, but it is less important
- The employee’s need is the least critical one.
Given these factors, I will first consider the request of the candidate, and later will proceed to the needs of the manager and employee.
Communication methods
It is possible to distinguish the following communication methods that can be applied by an HR professional.
Effective service delivery
There are several important tasks that an HR professional should perform. It is possible to focus on the following areas.
Proving services on time
This goal can be achieved by prioritizing different tasks in terms of relevance, importance, and urgency. This classification is vital for effective time-management. Furthermore, it may be useful to apply such methods as PERT and CPM charts to ensure effective scheduling.
Meeting the budget constraints
In order to achieve this goal, a HR professional should evaluate different options with the help of the cost-benefit analysis. In this way, a person can choose the most optimal decisions. For instance, one can speak about such as case as the determination of costs which are needed to recruit a certain number of employees.
Interactions with difficult customers
A recruitment officer has to interact with various stakeholders, and some of them can set very challenging requirements. There are several elements that should be considered:
- Ability to maintain emotional balance;
- The use of appropriate time-management methods;
- Willingness to put oneself in the position of other people such as managers who may require new hires;
- Ability to justify one’s arguments in a convincing way.
Overall, an HR professional should acquire or elaborate these qualities in order to deal with difficult customers.
Addressing complaints
Addressing complaints is also a critical task for recruitment officer. For instance, one can speak about the candidates who were recruited by the company. These people often believe that they were treated unfairly. Under such circumstances, one should clearly explain why a person’s candidacy was not accepted. Furthermore, it is important to display empathy for this individual.
Continued professional development
The term continuing professional development is defined by scholars as “the systematic maintenance, improvement, and broadening of knowledge and skill, and the development of personal qualities necessary for the execution of professional duties” (Lorriman 2). In my opinion, this notion can be described as the long-term efforts to acquire new skills and knowledge in order to cope with one’s work more effectively.
Self-assessment according to different criteria
Employee engagement
There are several areas that I will need to develop. At first, I will focus on employee engagement. In my opinion, I should be able to motivate workers and make them more committed to their work. At present, I cannot properly cope with this task because I tend to establish more formal relationship with employees. Moreover, it is vital for me to apply different motivational techniques that can make people more engaged.
Resource and talent planning
It is critical for me to make sure that the organization can rely on the most efficient and committed workforce. Therefore, I should be able to identify those candidates who can best meet the needs of the organization. In some cases, I cannot properly cope with this task.
Development Options
I can choose two developmental options that can help me attain my professional needs. At first, I would like to speak about the use of academic literature which can help a person gain a better idea about the diversity of practices and theoretical principles related to employee engagement and talent planning. Nevertheless, this option does not enable a person get better insights into the work of experiences managers. Finally, it is possible to consider the participation of workshops organized by experienced HR managers (Mathis 276). However, this option is more expensive.
SWOT analysis can be a suitable option for evaluating my professional qualities. The findings can be summarized in table format.
Development Plan
The following plan will highlight the actions that I will do.
Works Cited
Lorriman, John. Continuing Professional Development: A Practical Approach. New York: IET, 1997. Print.
Mathis, Robert. Human Resource Management, New York: Cengage Learning, 2010. Print
Scott, Patrick.. Ergonomics in Developing Regions: Needs and Applications, CRC Press, 2009. Print.