It is your goal to find the best talent through any platform you think is right for your recruitment purposes as the CEO or head of Talent Acquisition. But why stop there? There are always potential roadblocks depending on how your Talent Acquisition team runs. What does your team do during times of hiring influx?
Do you have an in-house recruitment model developed or being developed?
When recruiting, look at the bigger picture and don’t settle for what the candidate appears to be on paper. Merely looking for potential recruits versus finding top talent to hire are goals that are worlds apart. There are three possible reasons firms miss out on finding crucial talent opportunities…continue reading to find out how to avoid these recruitment pitfalls.
Do your sourcers and recruiters fully understand your company’s values, missions, and highest-ranked candidates qualities for each open job description? 53% of employees don’t understand how what they do on a daily basis pads the company’s bottom line. When recruiters don’t understand the purpose of a position, how can they best search for fit candidates, and properly iterate the purpose, responsibility and value in each unique position?
Sourcer and recruiter must-haves:
Keep in mind that measuring just your success will not work — you should measure your failures and calculate ROI as well before making your next recruitment move.
Filling open positions to meet your own recruitment quota is a mistake that will come back to you later. The Harvard Business Review reveals 80% of employee turnover is due to poor hiring decisions. Some simple and very common reasons for turnover:
Avoiding these common pitfalls in the sourcing process isn’t simple, yet not impossible. Start by building candidate personas for each job description your company is looking to fill. Ask your executives and department heads to contribute or approve the building of these profiles so they’re receiving the candidates they actually need.
Building a candidate persona should feel like you’re meeting an actual person you would want to hire. Build their story, their purpose, why they get up and go to work every day. Once your TA teams have a total grasp on what to look for, the sourcing lens clears up immensely.
When communication fails, teams fail.
How often does it feel like your hiring process is less of a formatted workflow and more of a “let’s do what we can to get butts in seats” type of cyclone?
Sourcing, recruiting, and department leads need to have a tight-knit web of communication with a deeply ingrained process in-line before you start thinking about who to hire. Think about each team’s functions and steps, how they align with each other to help quicken the process in a smart, never rushed, process. This especially stands true if your company is considering outsourcing any piece of your recruitment process.
Give each “team” a designated point-to person to keep track of each department. This ensures a clear line of transparency in your communication between teams to help your process flow from start to finish.
With clear processes, point-to managers, and communication ties in line, your organization can maintain a strong grip on the candidate experience and lifecycle without missing a beat. Yes, hiring talent that speaks to your organization’s bottom line is a vital piece to organizational success, but when teams are focused on keeping internal processes together, the bottom line blurs and crumbles.
About Chris Murdock:
Chris Murdock is the Co-Founder and Senior Partner of IQTalent Partners. Chris has over 12 years of executive recruiting experience and leads search execution and client relationships along with supporting searches across the firm. Prior to Founding IQTalent Partners, Chris was a sourcer with Yahoo!’s internal Executive Recruiting team in the corporate offices in Sunnyvale, California.
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