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Janine Truitt

Janine N. Truitt is a human resources professional as well as an HR blogger/founder of “The Aristocracy of HR” blog. Follow her blog "The Aristocracy of HR" at http://hr.toolbox.com/blogs/aristocracy-hr/ . Connect with her on LinkedIn and follow her tweets on Twitter @CzarinaofHR. The opinions shared in her articles are her own and are in no way a reflection of the views of her employer.

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Talent Acquisition: The Eyesore of HR?

by
Janine Truitt
Feb 6, 2013, 5:49 am ET

bigstock-Scary-Old-House-84669After working in a number of talent acquisition groups over the course of my career, I have often reflected on the many comments and sentiments that have been shared with me about the function. My belief has been and always will be that talent acquisition is the only function within HR that can destroy the business and HR.

If you can’t get people through the door, there is no need for benefits, compensation, employee relations, or any other facet of HR because there is no one working at the company. Surely, if there are no people or hires coming through the door there is no way to keep the business going.

In many ways, the talent acquisition job is a thankless one. If you hire someone who doesn’t work out it is your fault. If a job needs to filled yesterday and other logistics prevent the group from proceeding in a timely fashion, it is Talent’s fault.

However, there are many instances in which talent acquisition misses the mark in delivering upon its inherent value proposition and there is no one to blame but itself.

keep reading…

The Recruiter vs. Sourcer Dilemma

by
Janine Truitt
Jan 9, 2013, 4:51 am ET

Recruitment, Recruitment Group, Talent Acquisition, Talent Acquisition Group, Executive Recruiters, Recruiter, Corporate Recruiters, Internet Recruiters, Sourcing Specialists, Talent Acquisition Specialist, and I am sure I am missing some monikers associated with recruiting.

I had a colleague in one of my 2012 meetings describe the job of the recruiters as being sourcing specialists. She went on to explain that recruiters don’t sit at a desk; they get out and they actively meet people. They don’t just post positions and do the administrative stuff. Sourcing specialists, on the other hand, use keywords and methodology to find key professionals to fill open vacancies … that was her way of explaining our recruiter role to some non-HR staff. In her mind, she believes that recruiters who aren’t out and about actively recruiting are sourcers.

While I spent most of my time in that meeting biting my tongue, her description caused me to think about recruitment as a profession and whether or not we are misunderstood or having an identity crisis. keep reading…

The Smoke and Mirrors of Job Descriptions, Part Deux: Get Your Job Descriptions Right

by
Janine Truitt
Oct 10, 2012, 5:41 am ET

In my September 12 article called “The Smoke and Mirrors of Job Descriptions”, I took a stab at a job posting I happened upon during my usual perusing of LinkedIn. The issue was simple: the job title in the posting was completely left of what the company was advertising for. This posting troubled me so much that I decided to take a stab at explaining the ramifications of being misguided, overtly vague, and/or blatantly misrepresenting job duties and KSA’s.

Since I have addressed what not to do in a job description, I thought it would be helpful to talk about how we (including me) can get our job descriptions right. Luckily for me, I had some help in my research. David Clark, senior product and operations manager at CareerBuilder, was kind enough to indulge me in my rant about companies that continually miss the mark where job descriptions are concerned.

Let’s start with some facts. keep reading…

The Smoke and Mirrors of Job Descriptions

by
Janine Truitt
Sep 12, 2012, 5:49 am ET

I recently came across a job posting for an organization that was looking for a human resources business partner. It was intriguing so I clicked on to see what it was all about. As I continued to read on and review the minimum requirements, I saw requirement after requirement reeks of recruiter. I read on further with the intention to find something in this job description that had the makings of a human resources business partner and still more recruitment duties.

Don’t get me wrong: every organization has their own internal titles that define what people do in an organization. However, there was nothing in this job description that screamed human resources business partner except for a one-liner asking for someone who has a generalist background. This posting got me thinking about all of the negative feedback I have received over the years not only from candidates, but in conversations with other practitioners about the poor manner in which job descriptions are put together and then broadcasted to the masses.

Companies shouldn’t arbitrarily choose a title for a position. keep reading…

When the Going Gets Tough, the Recruitment PR Keeps Going

by
Janine Truitt
Aug 16, 2012, 5:01 am ET

I can’t say enough about how important and difficult a recruiter’s job can be. Yes, we have our share of easy-to-fill jobs, and yes there are times when our load is not quite as crazy as it could be. One might even argue none of us have any reason to complain when there is a bevy of qualified candidates waiting to fill our jobs courtesy of the current economic climate … true!

However, candidates don’t know the half of what it takes from getting the requisition off the ground and posted, to selling a job to a candidate at a company that frankly isn’t worth the paper requisition it came on. This is where I am going with all of this.

Companies make good decisions and they make bad decisions. The good decisions are designing competitive benefits and recognition programs to attract and retain employees. That is, as a recruiter I am happy to highlight in an interview and beyond the plentiful and robust benefit offerings my company has to offer in hopes that the candidate will find the overall proposition of working with us enticing. More often than not the candidate considers all that is available to him/her. A deal is made and everyone is happy.

Here’s where our job becomes difficult: keep reading…

When Applicant Tracking Systems Attack

by
Janine Truitt
Jul 26, 2012, 5:02 am ET

Applicant tracking systems are wonderful contraptions, aren’t they? Recruiters: what a great pleasure to behold to have a system where you can review, disposition, and index all of the extraordinary candidates who apply to our jobs. It sifts through resumes; it assesses the skills of candidates; it even allows us to interview and check the backgrounds of the rockstars who await that shiny new offer from our companies.

Let’s not forget that these systems are going mobile these days and have befriended our dear associate social media.

The possibilities are endless and surely we recruiters will persevere in our quest to hire the best candidate for every job. These ATS’s do it all! They can do what we were incapable of doing on our own for decades. Our work has decreased and been made easier as the ATS has advanced. All of our vacancies are filled in a timely manner. Retention of all hired employees since the implementation of the ATS has remained with our companies.

The C-suite has stopped questioning the value of HR because our analytics and reporting are unmatched. Payroll, Benefits, Compensation, and Learning Management are all playing nice with the ATS and speak to one another in the King’s English — crisp and clear. What on earth did we do before the ATS?

Who loves the ATS more than us? keep reading…

Is the HR “Specialist” Function Becoming Obsolete?

by
Janine Truitt
Jul 11, 2012, 5:26 am ET

More and more there is talk of the HR business partner and HR generalist functions when it comes to all things HR. These functions are HR’s way of aligning with the C-suite or, as most say, getting a “seat at the table.” To have the HR business partner or HR generalist in your organization says you are being “strategic.” In any event, both of these roles are handling everything from succession planning to recruitment plans, depending on the organizations’ structure.

That said, one might ask what is the use in having a “specialist” in HR? More importantly, what are the implications for recruiters if indeed this is a trend? I’ll address both separately. keep reading…

5 Things Recruiters Loathe But Hate to Admit

by
Janine Truitt
Jul 3, 2012, 5:04 am ET

Though recruiting and working with recruitment professionals has been a pleasure, there are some things that drive us crazy.

Here are five things that we loathe but hate to admit: keep reading…