Human Resources Recruiter Job Overview

In order to gain a competitive advantage and fuel a company’s growth, there is a need for qualified and highly skilled professionals. To recruit such talent pool, HR recruiter plays the most important role in any organization. A Human Resources (HR) Recruiter is a person who is responsible for maintaining all levels of recruitment throughout the company. Furthermore, in order to make a career in this field, one needs to have:

  • At least a bachelor’s degree
  • Master’s degree in Human Resources
  • Knowledge of whole recruitment lifecycle
  • Know how of employment regulations
  • Excellent communication and interpersonal skills
  • Phone and interviewing skills
  • Professional approach
  • Ability to work under various situations
  • Time management skills
  • Project management and judgment skills
  • Strong decision-making skills
  • Ability to keep and manage confidential information

The job of an HR recruiter is to achieve the staffing goals of an organization. Recruitment process usually involves establishing recruiting needs according to the company’s plan, advising managers, building applicant sources, attracting and evaluating candidates. The HR recruiter is solely responsible for the outcomes of the recruitment process within an organization. The recruiter not only handles the recruitment process but also required to take care of the quality of the delivered candidates, timeliness of hiring and costs of the hiring process.

Some of the major roles and responsibilities of a Human Resources recruiter includes:

  • Find out and implement best recruiting practices
  • Coordinating with managers to determine the requirements for a particular job position
  • Build networks to find qualified and suitable candidates
  • Advertising positions through various known sources that will attract talents
  • Screen candidates resumes and job applications
  • Make sure that the personnel requirements for specific position is accomplished in a timely manner
  • Manage social media and professional networking sites to identify and source candidates
  • Perform reference checks
  • Conducting initial interviews, which includes telephonic and face to face interviews
  • Partner with other HR staff for planning various activities
  • Design recruitment strategy on an annual basis
  • Promoting company’s reputation

Job positions available and salary in HR recruiter field

Owing to the growing demand of quality workforce in assorted companies, the demand for HR recruiter is also on the rise. Different levels of HR recruiter jobs position exists in various companies, which include entry level job position to recruitment manager. Moreover, in this career path, one can also opt for other specialized job positions related to HR field such as Career development specialist, junior HR business partner, etc.

The average salary of an HR recruiter in India is in between INR 1, 80,000 to INR 2, 80, 000 per annum.

Final Words:

There is a huge scope for HR recruiters to grow in their respective field. With a good experience and knowledge of related aspects including how to communicate with various people on different positions, how to maintain a healthy relationship with the employees, etc., is surely the path towards the top positions in HR field.

Centrally Manage Human Resources Administration

Management of human resource provides solution that connects the people, processes and knowledge essential for an organization. For employees, centrally managed human resource administration, enables organizations in streamline processes, increase access to information, and reduce HR-related paperwork and costs. For this companies has been outsourcing Hr services and the offshore company handles it by efficiently. Managers who are on Hr positions handle it efficiently through knowledge of rules and regulations.

HR Services are a portal solution based on the skills and experience and designed to get employees, from the corner office to the shop floor, more involved in the HR process. These Service provides capabilities of employees to communicate, share documents, timeliness records and access policies, procedures and other HR-related information.

Users also have an access to seven work flow request types, including vacation requests and expense claim approvals. Therefore, those employees easily locate information, initiate, and manage processes in real time.

The self-service aspect of the system also deflects repetitive inquiries regarding benefits, holidays, etc., freeing HR staff to focus on more strategic activities that gives proper satisfaction to our human resource.

This is a cost-effective strategy for an organization and manager. Employee Self Service Portal enables businesses to roll out specific administrative functionality to all employees in a cost conscious manner, enabling them to centralize human resource management and achieve greater efficiency throughout the organization. That has the potential for a company to grab the opportunity in an organization.

Therefore, many sites provide the organization streamlining your administrative processes and providing outsourcing human resource and development of the workforce. So that, big amount of money could be saved to certain extent. By outsourcing Hr services to India, the company would developed it marketing concern and concentrate on the core business to develop the potential work more easily.

Knowledge Protection – Don’t Treat Your Company’s Intellectual Property As Renewable Resources

An idea, by definition, exists primarily in one’s mind, where it remains somewhat secure, but not terribly useful so long as no one else knows. To produce (commercial) value from that idea it must be expressed, and therein, often lies the starting points for many potential problems and challenges for the originators – developers of that idea.

Fundamentally, protecting ownership rights to the products of one’s mind represents a contract of sorts between society, the government, and the individual(s) who created/developed the idea.

But, the risks (threats, vulnerabilities) to ideas (information assets) today, e.g., compromise, theft, misappropriation, infringement, counterfeiting, etc., are asymmetric, change rapidly, and, when they occur, can instantaneously:

. stifle momentum for further development and/or (economic)

commercialization of the idea

. undermine projected transactions, investments, strategic (business) plans, or

competitive positioning, and

. erode (evaporate) the ideas’ value and projected (future) use, profitability, or

anticipated competitive advantages.

In the pre-Internet era, when company’s experienced compromises/losses to their proprietary-sensitive information, and/or trade secrets, etc., a common strategy/practice was to try to contain (compartmentalize) the damages and/or extent of the loss, usually in a business continuity/contingency planning context. Today, however, while such strategies may be viable in limited circumstances, they seldom reflect the reality of the ‘nanosecond speed’ in which valuable information assets can be acquired and disseminated globally to an ever growing array of adversaries, e.g., infringers, competitors, counterfeiters, etc. And, once the asset has been successfully compromised, reliance on containment, in the conventional sense, is seldom a viable option.

Elevating (exacerbating) the probability that a company’s proprietary know how, etc., will be compromised is the widespread availability of ultra-sophisticated and predatorial data mining, scanning, and analysis (competitor intelligence) tools (software programs) which can quickly discern and extract substantive advantages embedded in a company’s information assets and ultimately distribute same to a growing labyrinth of skilled and highly organized information brokers and state and corporate sponsored economic-competitive adversaries globally. This makes a company’s proprietary information assets at risk (vulnerable) 24/7, and at increasingly earlier stages of (their) development and without regard for conventional IP protections.

Thus, while conventional intellectual property enforcement mechanisms (i.e., patents, trademarks, copyrights) remain a much nuanced and country centric requisite for conveying ownership and providing legal standing to address potential disputes and challenges, the reality is they, particularly patents, are reactive, that is, they require consistent self-policing and monitoring by the owner/holder to be even reasonably effective.

Equally important, the assumed deterrent effects of intellectual property (e.g., filing – issuance of a patent, for example, will actually inhibit others from stealing, infringing, counterfeiting, and/or misappropriating) are (a.) conceptually and practically oversold, and (b.) readily/easily outpaced, circumvented, and utterly disregarded by a growing global cadre of ‘legacy free’ players and well organized information brokers, infringers, and counterfeiters.

Legacy free players, as characterized by Thomas Friedman (The World Is Flat) are individuals – organizations (globally) who generally have, for a variety of reasons, little or no cultural – national legacy for respecting private (tangible) property rights, let alone intellectual property rights. Therefore, legacy free players, may well unabashedly engage in theft, misappropriation, and industrial (economic) espionage to acquire others’ ideas, IP, and proprietary know how to advance their position (economically, competitively) and without incurring the upfront (tremendous) costs associated with ‘idea development’ (R&D).

Arguably then, in today’s increasingly predatorial, aggressive, and ‘winner take all’ global business (transaction) environment, conventional forms of intellectual property are rapidly becoming less relevant, perhaps even obsolete, as (a.) the primary ‘tool’ to safeguard a company’s most valuable assets, (b.) ensure the rightful owner receives the economic – competitive advantage benefits from the hard earned and expensive know how they have developed, or (c.) ensure control, use, ownership, and value of their intangible assets and intellectual property that are in play – part of a transaction.

That is, in many transactions (in which a company’s IP and intangible assets are in play – part of a deal) one can assume today, all, or a significant portion of those assets’ value and functional-commercial life cycle will be significantly abbreviated, if not lost altogether (irretrievable).

Unfortunately, the new business reality is that conventional intellectual property enforcements produce little benefit to an organization, other than providing (legal) standing for dispute resolution and/or bringing litigation when challenges arise, which do with growing frequency and consistency. That is not to imply conventional IP protections should not be used. But, any assumption that the issuance of a patent, standing alone, will be sufficient to absolutely deter (inhibit) infringement, product piracy, misappropriation, or theft and allow the rightful owner/holder to sustain unencumbered, unchallenged control, use, value, and ownership rights for the 20 years, is neither a credible, viable, or prudent course of action.

Thus, it’s imperative today that company decision makers (holders, owners of IP and intangible assets, proprietary know how, trade secrets, etc.) practice consistent and effective stewardship, oversight, and management of those assets which includes (a.) monitoring their status, stability, fragility, and sustainability, so that (b.) ownership – IP rights, when necessary, can be aggressively pursued in a timely (real time) manner.

Even in light of the economic fact – business reality that 65+% of the value, sources of revenue, and future wealth creation (sustainability) for most company’s lie in – are directly linked to intangible assets and IP a significant percentage of company’s intangible assets go unrecognized and undervalued. This is especially true when a company’s know how (intellectual capital) has been literally embedded in its products, services, and processes over the course of many years, much like a ‘company culture’ that often goes unnoticed and under-appreciated insofar how it contributes to quality, consistency, and sustainability.

Ultimately, the probability (likelihood) that a company will experience a compromise, breach, or loss to their IP, intangibles, and/or proprietary competitive advantages and know how should not be characterized as merely representing another ‘risk of doing business’. Rather, in the current global business environment, its more closely resembling an inevitability, which, if dismissed or left unchecked by company decision makers, c-suites, boards, and D&O’s, can constitute not only a breach of fiduciary responsibility, but bring about significant and unrecoverable losses.

Must See Resources for Maryland Small Business Law Issues

As any business owner can tell you, there’s a huge range of potential small business law issues which you can run into, starting from the business’s inception, and continuing practically each and every day from there. However, the good news is that there is a great deal of free information available online to help you sort through the mess. Here, you’ll find a list and overview of recommended, high quality resources for Maryland small business law issues.

The first place you may want to visit will be ChooseMaryland.org. This is Maryland’s Department of Business and Economic Development website, and it has many fantastic resources, including its step by step guide to starting a business.

You’ll also find a huge range of documentation and resources for Maryland business law, business-to-government issues, certifications, contracts and permits, and more. If you’re ready to jump right into it, you can download their 88-page “Guide to Legal Aspects of Doing Business in Maryland” to see for yourself what you’re dealing with.

Another destination should be Maryland.Gov. When you visit that website and navigate to “working” you’ll see a series of resources and links about business. This will take you to other official state websites and documentation on everything from labor laws to taxation and more.

The Maryland Department of Assessments and Taxation website is available at DAT.state.MD.US, and has a great deal of helpful information for Maryland small business law issues, including the appropriate filing and registration of a new business entity, the tax levels and financial-legal concerns of small businesses and on down the line from there.

The next website doesn’t deal with Maryland law issues specifically, but it’s all about the successful operation of a small business, and dealing with common legal matters. The site is Nolo.com, and within that, its “Running Your Small Business” guide. It has in-depth guides on issues such as contractors, eCommerce, business litigation, buying and selling businesses, and more.

Of course, there are also official federal government websites, such as the U.S. Small Business Administration, and Business.Gov. These will deal with federal issues, but will also provide information for state-level concerns, while providing access to the appropriate state-run departments.

Hopefully you now know about a few more places where you can go to learn more about Maryland business law issues. There’s a lot to consider, and whenever you’re in doubt, you should always seek professional legal assistance. The cost of hiring a lawyer is small when compared to the costs of not doing so, and in many cases, free consultations will be available.

Exit mobile version