Becoming a Highly Sought-After HR Professional: Insights from an HR Veteran

In my second HR position, I worked for a publicly listed software company. Taking on the role of a recruiter, I was the first HR person within my Business Unit (BU), reporting directly to the BU Head. The company's organizational structure was somewhat intricate, featuring matrix and product-oriented elements.

In this scenario, there were no HR or recruitment managers in direct authority; all responsibilities rested on individual shoulders. To address this challenge, I decided to implement the concept of the recruitment funnel, a method I had previously learned from my HR experience.

After signing the contract, I commenced my role on January 2nd, the first working day of the new year. In January, I successfully recruited and reported on 1 person, 8 individuals in February, and 14 in March. The demand for software engineers in the software industry was substantial, and I faced fierce competition from other companies.

Notably, aside from my BU, other BUs within the company had their own dedicated recruiters handling recruitment. However, my performance in the first quarter was nearly equivalent to the combined performance of all five recruiters in the other BUs. As a result, in July of the same year, I unexpectedly received company stocks, referred to as the "Exceeding Expectations" stock. In theory, this stock was awarded to individuals who demonstrated outstanding performance in the previous year. Let's explore this matter with Aniday!

My work performance experienced a significant breakthrough in a short period due to the optimization of recruitment targets.

From the first day of work, I focused on building an efficient recruitment management system. Despite the company's years of experience in recruitment and being a listed company, I observed a lack of a consistent method. To address this issue, I established an intelligent recruitment target to enhance the recruiting strength of the Business Unit (BU).

I became the first HR personnel to take detailed notes in an Excel sheet for interview candidates. This not only aided us in analyzing data rigorously but also created a seamless and transparent information channel. The BU president shared my recruitment target Excel sheet with other colleagues, demonstrating that recruitment goals were not just analytical tools but crucial instruments to monitor employee performance and work progress.

My recruitment target was optimized to save time and increase efficiency. After identifying recruitment needs with the manager, I personally conducted screening and directly invited candidates for interviews. Interview results were immediately updated in Excel, aiding the manager in flexible and effective monitoring. This not only reduced unnecessary meetings but also kept the recruitment target transparent and clear.

Although this goal might seem distinctive, I demonstrated its effectiveness by increasing the company's stock price from 30 units to over 100 units. This is a positive side effect of the smart and efficient recruitment target that I implemented.

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