Laurie's got an interesting post today. She wants to now how you would create an HR function for a company, given a blank sheet of paper.
I've got a few ideas about this, like signing up the Execs to recruiting and retention goals, but that's just me.
What I wonder is this: Let's say you are an outta work job seeker. And, let's say you had the opportunity to design this HR function, and for good measure, let's also say it includes Recruiting. What would you do differently? Would you make the Recruiting function respond to all applicants because it builds your Employment Brand? Or maybe you would make the recruiters follow-up with all candidates, regardless of outcome, upon pain of firing? Or maybe you think Recruiting as a separate function is silly, and you'd push it back onto the Hiring Manager?