1 min read, 2 min watch on LinkedIn here
Let’s talk root causes. Most people will agree that the recruiting industry is a bit of a mess. Or at least their experience with recruiters, at some point.
But why?
Because of how it’s treated in a lot of organizations. Hiring may be thought of as strategic, but recruiters are viewed as tactical.
Fill the opening, onto the next. Rinse and repeat, as fast as possible.
And that causes the revolving door problem. Hiring tends to be cyclical (binge, flat, binge, flat), not steady and sustained. So if you’re great and you fill everything...what are you still doing here?
The better you are as a recruiter, the more likely you are to work your way out of a job. And yes, that’s a problem.
Recruiters are ultimately attracted to two things:
Sustained, exponential growth. It’s exciting when things are exciting. Just not always possible.
The ability to build and execute true strategy.
Most execs will agree the following things are important:
Positive candidate experience
Effective employer branding and messaging
Streamlined interview processes
Well trained interviewers
Good data/ATS management & pipelining
Providing feedback and not ghosting!
But when push comes to shove...it often falls by the wayside. Their plans backslide into reactive, hair-on-fire recruiting.
Here's my point. If you embrace the strategy side of recruiting, two things will happen:
You’ll retain the best recruiters
You’ll be able to better handle those recruiting spikes with your current team. All the hard work is done!
Agencies and recruitment tech need to step up their game as well, but that’s another rant for another day. (Or just watch the whole thing here.)
You can follow me on LinkedIn here. Join the discussion on this LinkedIn post (or give it a 👍) here.