By now I think we all know that the recruiting function is changing, but CEOs still see human capital management as a top business challenge. It’s no real surprise that companies are thinking creatively, trying to do so much more with less, and as a result have reinvented the business of doing business.
Those changes permeate throughout the organization, impact the way teams are built and should ultimately change the way recruiters find talent to support those teams. As business continues evolving, it may be time to rethink, at an organizational level, the way that recruiters are empowered to succeed as they work to engage talent across a company’s various functions.
A Modern Problem
Today’s recruiters are immersed in the talent acquisition function. Take marketing for instance: the need for qualified marketing talent has recruiters well-versed in the difference between SEO and SEM.
Yet after a long day of talking to the next generation of marketing leaders, the recruiter typically reports back to the CHRO instead of the CMO. In the midst of this disconnect, valuable insights and information are diluted and the quality of hire can suffer.
Some say recruiting is not an HR function at all. As content marketing, employment branding and candidate experience rise to the forefront of recruiter responsibilities, some think that recruiters should report to Marketing while others still vote for a C Suite figure like the CEO. And while the verdict is still out there is evidence to support that recruiting now lives on a separate plane of existence than it once did. So maybe it’s time to take a more strategic approach where recruiters report back to those business lines for which they recruit.
Consider the following:
Elevate & Advance
By partnering recruiters with departments outside HR, the talent acquisition function becomes more visible and more valuable. Recruiters can better collaborate with hiring managers to understand their needs and recommend talent that’s a great match as a result. Today’s recruiters do more than source and take orders; they provide advice and guidance throughout the entire hiring process. Leveraging their know-how can offer keen insights into job market and industry trends as well as specific candidates and existing employees.
Train & Develop
Learning and development is a proven way to enhance the efficiency of employees. By training recruiters on the positions they hire for, these recruiters can construct a custom candidate experience that corresponds with the company’s needs and requirements. Knowledge in hand, these recruiters become more impactful and more effective.
Facilitate & Communicate
Making the recruiters’ relation to HR more administrative than operational opens the talent acquisition process to the entire organization. The free flow of communication can enhance the assessment and hire of candidates, further career development and advance referral programs.
The rules of the recruiting game have changed, and will continue to, but don’t let that hold up the process. Crossing the battle line and integrating recruiting with business lines may help win the war for great talent.