HR Manager – Persona

HR Manager
Rebecca

As a HR Manager, I care about the diversity, equality and development of staff in my organisation.

My role
My role is to stay on top of the business needs and industry trends to ensure we are looking for the right staff at the right time. I am result driven and will use whichever platform has historically proved the most successful at filling positions. I undertake extensive internal stakeholder management – which means my team needs to be highly service-oriented.​
My relationships with good account managers drive me. I want to feel like a friend, not just a business partner. I want you to care about my success.​
When selecting a partner
INFLUENCER

I am the primary influencer for researching, finding, and interviewing the right person for the job.

BUYING PROCESS

I decide where to place job roles and work with job boards to arrange a price. I then review the applications that come through and create a shortlist to present to the C-Suite for final sign off.

Success to me looks like …
What we struggle with…
Why I struggle with SEEK…
Goals
HR Manager Goals

What my team and I need to achieve…

BEST FIT CANDIDATES
Finding and placing the best-fit candidates for the role and team
WORKPLACE EQUALITY
Achieving a balance of diversity and gender equality
STAFF FORECASTING
Accurately forecasting required staff (short and long term)
SEAMLESS ON BOARDING
Providing the new hire with a seamless transition into the team
STAFF RETENTION AND TRAINING
Ensuring staff have access to the support and resources they need
COMPETITION FOR CANDIDATES
Growing expectations in renumeration and unique requests
STAYING ATOP TREND DATA
Seeking data that is easy to access and clear to understand
LONG HIRING PROCESS
Losing candidates to drawn out job fill processes
Challenges
HR Manager challenges

What keeps my team and me up at night…

Drivers for change
  • Collaborative business partnerships
  • Partners who provide additional value in the recruitment process
  • Shifting trends in the job market and whether my partners are aligned or not
Objections to change
  • A lack of transparency in pricing structures
  • If the company has pre-existing job board preferences/experiences
  • In franchise models, the partner needs to be accepted by the majority of franchisors – but it’s their decision at the end of the day
Key Traits
01
RESPONSIVE

Will review industry and competitor insights to optimise their recruitment tactics

02
CONVERSATIONAL

Appreciates proactive data delivered in a conversational style by an account manager

03
TIME POOR

I work under unrelenting pressure in a fast-paced, high-volume environment, with a team that’s often over-utilised

​

04
LOVES NETWORKING

Networking is very important to have eyes and ears on what is happening in the industry

My references and expectations
Where I live online
Staying up to date with trends
  • Data Reports
  • Facebook/LinkedIn groups
  • Trusted colleagues
My influences
Helping me think
  • Competitor analysis ​
  • Market mapping​
  • Historical job board “strike rate” data​
  • Job board metrics​
  • Price models​
What I expect from partners
My recruiting information is influenced by:
  • Excellent account management and support
  • Accurate insights and competitor data
  • Clear pricing models and valuable add-ons
  • Open discussion and transparency​
  • Large database of candidates

What I’ve been reading recently

Wage Price Index, Australia

Recruiting Resources & Tips | LinkedIn Talent Solutions

Women at Work: Choosing to Challenge in the Workplace

How Belonging Differs from Diversity and Inclusion — and Why It Matters

Glassdoor Job Search | Find the job that fits your life