ABSTRACT
This chapter describes in detail the recruitment and selection process, which will vary in practice from organization to organization, but to consider some of the issues around the selection of HR Business Partners and propose some approaches. It is essential therefore that thought and time are invested in the process and that the recruitment strategy is aligned to the goals of the business. Specialism in HR practice can be useful, but without the qualifications to engage the business they are of little use to the Human Resources (HR) Business Partner. As a result the recruitment criteria need to become more expansive than they have traditionally been in HR. The need for engagement and remote management skills must be made explicit in the recruitment criteria. Stakeholder management and operational understanding and credibility can be developed if HR staff are selected from or spend time in jobs outside the HR function.
