The recruitment measures were always about the quality, speed and cost of the recruitment. For the last quarters, the HRM Function can see a huge improvement in the recruitment measures and this improvement is without any significant effort of the HRM Function. The recession or the economic crisis works on the improvement on its own.
The current situation asks for a different set of the recruitment measures, as the situation is not a business as usual. The HRM Function has to find the right recruitment measures for the recession. The recruitment is not about the quantity of the job openings filled, it is more about the value added from each new employee hired to the organization.
The HRM Function has to take the role of the safeguard in the recession. The management has to be kept conservative in the planning new job openings and the HRM Function has to ask for more documents from the managers before opening the new job vacancy. The HRM Function has to ask for the business case and the recruitment business case to be approved.
The HRM Function should make changes in the recruitment process and the recruitment measures. The new recruitment measures should be focused on the value added for the organization and not just the efficiency of the recruitment process. When the new recruitment measures are introduced, the management will focus on the performance of the whole organization. The manager will not ask for the job opening for the job position with no chance to be approved by the top management and the HRM Function.
The Human Resources department has a very important role in the recession. The HR Professionals have to keep the organization in the shape and work on the efficiency of the organizational structure and help to the top management to fill the business strategy. The right recruitment measures can help a lot as the managers are clearly navigated in the recruitment process.
