The function of HR has undergone major shifts from one that monitors compliance, to an independent, value-generating department that attracts top talent. Organisations looking to attract the best talent must recruit and retain the best HR leaders to pave the way.
HR leaders must be agile, forward-thinking, knowledgeable, and willing to try new strategies to compete in a candidate-driven market. From employer branding and people analytics, HR teams must modernise their approach to meet organisational recruitment and retention demands.
Leading executive recruitment firm Lucas Group recently published its latest report, “Building the HR Department of the Future” authored by Executive Senior Partner Valerie Taylor.
The report identifies the major contemporary shift from HR departments existing to monitor employee compliance, to being a value-generating department that attracts the best talent:
Today’s human resource leaders play a critical role improving business performance through employer branding, strategic recruitment and retention, and talent [optimisation].
As companies re-evaluate the scope of their HR departments, they must hire talent that looks beyond compliance and engages in true value creation, setting a new tone and vision for their [organisation’s] future… The very group tasked with hiring visionary talent for the entire company is struggling to recruit the right people for its own team.
Finding mid to senior-level executives is becoming increasingly challenging with Australia’s increasingly low unemployment rates. Deciding on new HR leadership requires careful, purposeful consideration and internal stakeholder agreement.
When beginning the process to source innovative HR leaders, Taylor recommends assessing and prioritising your organisation’s internal needs first:
- Determine how your organisation wants your HR department to function
- Empower your current HR departments to honestly describe the current problems in your organisation and provide recommendations
- Restructure your HR department from one of compliance to one that generates value
- Engage all stakeholders from day one (lack of agreement can leave candidates hanging, damage your employer brand and make future recruitment difficult!)
- Determine what skills or experience your new hire will need and consider what is currently missing and needed
- Determine what skills are desired but not needed.
When outlining desired skills, Taylor suggests seeking a range of technical skills (for responsibilities such as assessing talent analytics), leadership experience, and appropriate soft skills that will positively impact your organisation’s culture.
The next step is to engage a recruitment specialist to analyse your requirements, provide objective feedback, and bring valuable market knowledge and skills to the table. By hiring a recruitment specialist you can also unlock a whole network of passive candidates, increasing your qualified candidate pool.
Undertaking these steps to attract the best HR leaders can result in profound organisational change.
Do you know a great HR leader? Share their story with us.
Source
How to Build the HR Team of the Future
Valerie Taylor
Lucas Group
How to Recruit HR Leaders: Lucas Group Publishes Expert Guide
PR Web