What are your thoughts on the outsourcing of the recruiting function? Should it be done?
Recruiting and hiring of employees can be difficult than it seems. Having the best workforce is crucial for an organization’s success. Outsourcing the recruiting function can, therefore, be an important step to ensure that it is done by a more qualified group for the achievement of the best results. Outsourcing the recruiting function also saves an organization more time and resources to focus on other departments and pursue the organizational goals. The organization will have a better focus on vital functions such as production, marketing, and sales. In the case of a rapidly growing company, outsourcing the function of recruitment provides a scalable platform and saves the company the struggle of trying to keep up with its growing recruitment needs. It is also easier for an organization that deals entirely with the function of recruiting to cope up with the Equal Employment Opportunity Commission Regulation. Outsourcing the function to such a company can, therefore, save an organization from the risk of recruitment-related lawsuits.
Are there any discrimination issues you are concerned about in recruiting?
Anyone who qualifies for a job in terms of skills, experience, and personality traits should not be denied the opportunity on grounds such as race, physical disability, gender, religion, nationality as well as age among other factors that do not matter. If someone has the ability to do a job up to expectations of the employer, then they should be given the opportunity whether they are black or white, male or female, young or old, disabled or not disabled, Christian, Hindu, Muslim or any other religion. Discrimination is against the law. It is also not moral especially in the current world that humankind is pursuing equality.
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How are you working to ensure the keywords a company may be using to search on job applicants match up with what is in your resume?
To ensure that my resume does not slip through the cracks of applicant tracking systems, I use specific words, numbers, and abbreviations just the way they are used in the job description. I adjust the wording in the resume to make sure they march those in the job description as much as possible. For acronyms, I use both the spelled-out and shortened version because the tracking system does not recognize even the most common abbreviations such as “MBA.” Using both the spelled-out and abbreviated versions gives a better chance of marching the keywords the computers search for. Another important technique is to focus on hard skills as opposed to the soft ones. Hard skills such as position titles, technical skills, software and tools as well as technical skills are mostly what is searched through the tracking system. Soft skills such as personality traits are better determined in interviews than through the tracking system. Hard skills such as academic achievements, years of job experience, technical skills, former job positions and the like are definite and can be easily tracked by computers.
Have you used LinkedIn as a recruiting tool? Was it for your company or for you personally?
I have used LinkedIn for recruiting for my small business. LinkedIn helped me because I had so much to do at the time, was short of budget and did not have anyone to help me with the recruiting function. I started by setting up a LinkedIn profile for my business. I described my business in an employee as well as customer attractive way. I then, with their permission, connected the business page to those of my friends and relatives to help share the information to as many people as possible. I then advertised the job openings on a basis of pay for performance. I used the Recruiter Lite since I only needed to hire occasionally. LinkedIn provided the best talent I could get with the little time and budget I had.
