You know what Jim Collins- an American author and consultant- has to say about the power of people in the organizations. He emphasizes that keeping enough number of right people in the organization is above all the other things.
Driving talent acquisition from a complex world is difficult. It is challenging, inconsistent, and evolving. The disconnection between the inability to identify the roles and responsibilities of different jobs and selecting the right candidates for the jobs makes a business lose a lot of money. How are multinational companies going to resolve the demands of the local offices? Before penetrating their businesses into the new country, there is a gamut of elements involved like gender diversity, social issues, cultures, and resources. You have to understand them before setting foot in the market.
The global labor market is weak nowadays. The people are being laid-off and there is a recession in the markets. There are lot more talented people in the market with lots of certification and credentials to their resume. The haystack got bigger and you can’t decide whom to hire and whom to reject.
If so many candidates with great value are around, hiring new candidates is no more a difficulty. Right? Wrong. How are you supposed to solve the conundrum of hiring the right candidates for different positions in the organization? That’s where human resource development and human resources certification come in.
Organizations can certainly remove the glitches when they realize the importance of HR certifications. The companies first hire the HR managers with excellent HR certifications who eventually hire the employees for all the different roles in the organization. An integrated approach is necessary for building the talent pool.
That means, even the managers who hire the HR team need to be efficient in the core essentials of the talent acquisition before it starts to impact the decision negatively. Maintaining recruiting strategy coherent globally is a difficult task indeed. But with improved sourcing, recruitment management, optimization of hiring speed, and reduction of the burden on the HR resources of the organization- the organizations are sure to get their way in the business revenue and output.
Many of the positions today overlap the job descriptions and one person is supposed to take over the roles of other. This involves chief human resources officer, chief learning officer, and chief information officer. Though many organizations do have different people for different positions- it is not always possible. All the leadership roles require a little education on the human resources management and development.
Outsourcing is another trick which organizations use to reduce the pressure of an extra job of hiring new candidates who then will hire other employees, check their human resources certification being suited to their niche, and investing money and time. The organizations can give the work to a third-party which has its own team certified with globally renowned HR certifications. This is an easy escape which guarantees top-notch candidates get filtered and referred to you.