Nate Guggia called me out yesterday. Apparently I didn’t go deep enough in the piece on recruiter & hiring manager alignment. I hate being called soft. Here’s a do-over.
The goal: make both sides take a vested interest in each other’s work. Better hires, more efficient process, improved candidate experience, better outcomes.
Two key points right off the top:
1. Tie this to bonuses. It can’t be the core goal, but there has to be financial incentive. (Side note: don’t be cheap. Pay bonuses)
2. It MUST be two-sided. Both talent acquisition AND business teams need equal motivation. One-sided is a mess.
Let’s say a marketing leader has goals to increase revenue, subscribers, and inbound leads.
👉Comp your recruiters on that. Motivate them to learn the domain and better identify talent.
Now flip it. Let’s say recruiter goals are fills from inbound (employer brand), satisfaction surveys of non-hires (candidate experience), and time to fill (efficiency).
👉Bonus the marketing team on that.
If you force both sides to align, good things happen.
Or maybe this is dumb. I don’t know. Someone try it and get back to me.
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