A Reflection on Recruitment

Why begin now?

Are there any 'war stories' you can reflect on that caused your HR department to run into turmoil instead of pivoting its recruitment culture and maturity stages?
Suppose you are the MD of a company that has grown in magnitude to become one of the most innovative organizations of the century. Throughout the last 20 years, your delivery landscape has been extensive, your management has been impeccable, and your turnover has grown steadily.
Your Chief (C-man) gathered his esteemed MT members to discuss the new organizational vision to attract new customers, embrace innovation, improve earnings, satisfy the board of directors, and benefit shareholders. C-man cheers to his followers: " The time is just right!" "We can finally ascend our way up in the major league arena, and the only thing that stands in our way is attracting the right people that will comply with our Identity and support our growth perspective."
One of the MT stakeholders was asked to share the typical approach for attracting new staff. Being a bit overwhelmed by the questioning, the answer was kept simple and direct. "We always work with external suppliers to grow our staff base. We have negotiated a standard recruitment fee of 20% of the annual salary package to satisfy our ROI. To put it in a dollar bill perspective, let's look at this simple calculation from one of the recent hires. The annual gross salary was set at $70K * 20% supplier fee; we paid an additional $14K recruitment fee. And since we had 3 new hires in the same month, the supplier expenses amounted to roughly $44K." The finance manager reacted with sarcasm, remarking that he was delighted that the investment costs were presented as a form of success. "If this is the management attitude to grow the company, we are heading for bankruptcy with a rapidly burning rate on external suppliers." The room was quiet, and C-man looked for the team's response, but instead, he was confronted with a chilling silence.
After the oxygen re-entered the room, one of the HR managers dared to ask the brand innovation manager for advice on reducing investment costs and achieving the growth ambitions presented by C-man. "So, what are you suggesting we do?" "I can foresee that we need cost-effective strategies as well as attracting new employees; employer branding and recruitment marketing can help us express the benefits and values of our company. In addition, if we roll out a corporate recruitment organization that engages with potential employees based on our organizational growth strategy, I dare to predict that return-on-investments will strengthen our competitiveness in the long run."

If you choose to grow your organization based on cause and effect, be aware that you're investing in long-term inefficiency."

Organizations should strongly consider professional recruitment as part of their strategy for organizational growth when their existing hiring process is inadequate. This "War-story" is a stark reminder of the potential pitfalls that can occur without proper alignment in the recruitment process.

Lack of will to mature in recruitment

Cross-industry recruitment efforts have proven that many Human Resources departments are experimenting with new recruitment approaches. Still, many decision-makers hesitate to invest in new strategies, including ambassadorship, data-driven attraction, employer branding, and people development.
It's almost magical how even sophisticated organizations can capitalize on their brand name to attract resources in the heat of the moment without maintaining a structured recruitment approach and aligning all stakeholders on the same track.
Let's look at some intangible benefits of a structured recruitment organization that might be overlooked:
Acknowledging a structured recruitment environment will improve satisfaction in the work ethic of your staff
Structuring that your recruiting strategy is supported by a solid business case will help to align expectations between hiring managers and the recruitment teams;
Positioning a structured recruitment team is exceptionally useful for displaying the authenticity of your growth initiatives;
When recruiting is structured and aligned organization-wide, people will value that the organization is investing in a people-centric work environment.
Unfortunately, many organizations fail to recognize the value of implementing a structured and effective recruitment system and instead opt for cost-cutting. However, this overlooks the necessity of constructing an inclusive and effective hiring process.
Resetting ad hoc recruitment processes
Your company is growing exponentially! Why should you take recruitment seriously and ensure your employer brand and candidate journey are in sync? Moreover, is it essential to have a mature recruitment process?
Imagine you want to travel with your family to a sunny destination out of your home country. Naturally, you will consider all the necessities that must be set before you and your family can travel to your desired destination. The necessary preparation should occur similarly when looking at your organization-wide recruitment requirement. However, this is not according to how status-quo organizations run their recruitment operations.

"Sometimes it's better to learn than to be right."

So, how do you create a sound recruitment plan to avoid disastrous outcomes, and what to consider?
Set effective recruitment procedures in place to reduce transactional expenses;
Determine the efficiency of recruitment efforts, and pivot quickly when recruitment efforts are not meeting your goals;
Delaying your time-to-hire objectives will prove costly in money, time, and performance capabilities.
Looking for practical solutions on how to reset your recruitment organization? Let's talk via email, video stream, or LinkedIn.
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