Strategic Human Resources Director -- Hiring Strategy Essay

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Strategic Human Resources Director -- Hiring Strategy

Strategic Overview

Because the described position entails planning, implementing and directing the establishment of a comprehensive human resources division, I would restrict the applicant pool to those with mid-level and upper-level experience who have already been responsible for projects similar in scope in their previous positions. More specifically, because the described position entails responsibility for compensation functions, job classification, employee training and development, prospective employee recruitment and testing, and labor relations, I would look for evidence of substantive understanding of fundamental issues and best practices in all of those areas. While it is conceivable that suitable applicants might have actual supervisory experience in some areas and not in others, I would hope to find evidence of a conceptual understanding of the main principles and issues in all of those areas in applicants for the position. My strategy for interviewing candidates would, therefore, focus on those types of issues.

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Scope of Prior Supervisory or Directorial Experience

Since the position requires that the incumbent actually plans and implements a new department, I would want to structure my interview to allow applicants to provide as much detail as possible of their prior experience starting up new programs or departments in their prior employment history. Ideally, I would hope to find an applicant who has already had the opportunity and authority to conceive of a major program or a department of operations in past positions. Naturally, I would be interested in knowing what role the individual played, what processes or methods were relied upon, and how successful those initiatives were.

Irrespective of their outcomes, I would also be interested in the applicant's retrospective analysis and self-evaluation. In that regard, I would look for evidence that the applicant….....

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