With technology today, the ability to have content at our fingertips is easier than ever before. One place I continue to look to stay on top of trends is the writing of experts in the HR and recruiting industry. Andy Headworth, author of Sirona Says, continues to be a favorite for me. I learn so much about the global recruiting space by reading his work. I also get ideas from time-to-time that apply far beyond the recruiting world. This happened last week.
Andy penned a post called Is This What the Recruiter of Tomorrow Will Look Like? In it he outlines seven skills that recruiters of the future will need to master in order to be successful. They are:
- Sales and marketing skills
- Candidate networks building skills
- Candidate sourcing skills
- Social media skills
- Content production skills
- Contractor management skills
- Keeping up with technology
I absolutely encourage you to read his post because the details are well worth knowing. I want to take those ideas a step further today and expand on them to show that they can be used, regardless of industry, to become a better business person.
- Sales and Marketing skill- No longer just reserved for your organization’s marketing department, sharing the employer brand is something that each employee does. Not only that, they are the face of your company to the clients, to potential clients and to potential employees. Companies that are leaders in this area ensure that all employees know the positive messages that need to be shared with the public. Transparency is key in ensuring that your colleagues know how to put the good news about your organization out to the world. Teaching your employees how to share their excitement about your product or services now makes everyone a potential marketer.
- Candidate networks building skills- It’s not just imperative that your organization’s recruiting team build networks with candidates, it is important that you encourage all your employees to be ambassadors to keep growing your organization. Their participation with potential employees can help convince candidates to join the organization.
- Candidate sourcing skills- One great way to encourage this is to ditch the old approach to referral programs and begin rewarding for introductions. More to come in a future post on that. For now, suffice to say that once your employees are company ambassadors, they will WANT to tell people to work with them.
- Social media skills- As someone who has been using social media for over six years now, it almost seems impossible that this is still new for some people. However, it is. So, if you or your staff are not using social media platform to futher the growth of your business, you are now officially behind the industry leaders. Whether for networking, recruiting, marketing, sales, etc., you need to be in the space in order to be successful. It is not a fad, it is a method and tools for doing business.
- Content production skills- One of the most exciting changes in the last few years is that we can all be content producers. This means that employees whom you least expect to wave your organization’s flag can now do so. Boldly. Encourage them. Empower them. Teach them how to refine their writing skills. Celebrate and reward them when the share.
- Contractor management skills- According to CareerBuilder’s 2013 Jobs Forecast, 40% of employers in 2013 planned to use contract and temporary workers. This is up from 36% in 2012. This means that you need to ensure that your leaders know the difference in how to work with them vs. employees. It’s imperative that leaders know not to create co-employment situations that put the employer at risk.
- Keeping up with technology- Much like the topic of social media, technology and the use in business is now “normal”. Being unwilling to learn or even someone who does not follow general industry trends in the technology space puts you at a disadvantage. If you want to gain success with customers, internally with communication and data, or even on a personal level, technology now plays a role.
- Financial analysis skills- I’ve been saying this for years now. No matter what type of professional you are, you need to understand how the business you work for makes money. The best way for you to gain this knowledge is to talk to your supervisor, CFO, Controller, etc. Also, talk to the salesmen and women in your organization. They can all give you views of how your organization makes money. One you understand that, you can educate yourself on the basics of Finance 101.
- Presentation skills- I know you may be thinking you can’t do this. That you are too afraid to speak in public. Well, when talking about success, you will likely need to be able to share your ideas and vision of the future with colleagues and others. This skill is key to develop. Start small. You can do this at home by speaking in church, for local organizations you are part of, or within your work team. Just know that each time you participate in public speaking, you improve your ability to use persuasion to get your message across.
- Project management skills- Now that most of us get our “work” assignment through series of emails, you need to understand how to manage priorities. This is always a work in progress so having some formal skills in managing projects can help you manage your day-to-day tasks as well. You can take classes through local management associations or colleges or you can read up on the subject.
What have I missed? Feel free to expand on the ideas from Andy and the ones I added. What skills lead to business success?
I think there needs to be more emphasis placed on “Keeping up with technology” to the point where you (not, you personally) actually understand it. With the increase in the number of people who know how to code, understanding the basics of any software development language, and I do mean basic understanding, like investing a few hours in a codecadamy course or something on udemey will vastly improve your skill set and allow you to better connect with candidates. I personally have been in a number of interviews for technology orientated jobs and when I threw out terms like API or functional spec, the recruiter’s eyes glazed over. Knowing what a “for loop” or “boolean logic” is will never steer you wrong, even if you don’t use them on a regular basis
Thanks Trish for sharing my thoughts on this. You make some good additions that are always essential – presentation, project management and financial analysis skills should be mandatory requirements. And the great thing about them is that they can all be learnt if they are not part of your own mix. But there lies a problem in itself…… how many people actually take the time to develop their own weak areas in the workplace? I would take a guess that it is significantly south of 50%, unfortunately.
Trish, no question the skillset for success in 2014 will be wider than ever. And let me widen it still further! One skill you’ll need for the future, whatever your role: data analysis and interpretation. As the world gets more data-driven, we have a choice: to understand, interpret and use it to our advantage, or, work under those who do. Data analysis, especially in the field of people and HR, is becoming a core strength and the key to being taken seriously at the highest levels.
Indeed Andy, I couldnt agree more.
– And thanks for very insightful article, Trish.