Addressing Core Flaws in Recruitment, Volume 1
The disconnect between talent acquisition and business leaders.
I see a lot of complainer posts on LinkedIn. They all follow the same format: “I hate when <insert anecdote> happens. Stop doing it!”
Everyone agrees. Like, like, like. But zero problems are solved.
That’s because recurring, systemic problems are not trivial. They’re rooted in bad processes. You cannot overcome the status quo by yelling at people to change. You have to address the actual cause.
So let’s start with the disconnect between talent acquisition and business leaders.
If your recruiter can’t articulate the business’s objectives, that’s a problem. Or the hiring manager’s primary initiatives. Or more fundamentally, the core need for why the hire is being made.
From that stems poor vetting, bad candidate experiences, and more broadly, a ton of wasted time.
We need better recruitment / business unit integration. Start with metrics. Grade recruiting based on the business outcomes. And business leaders on their recruitment efficiency.
Align their goals and the outcomes will follow.
Oh, and make them sit together. I never understood why recruiters sat in the corner by HR.
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