Recruiting in a competitive job market is undeniably tough, and a lack of resources and communication could be making it tougher. Yet that seems to be exactly what’s happening for many organizations across the country. A recent survey from TLNT Research found that only 28% of organizations regularly consult their talent acquisition teams about important decisions and 36% have either cut their talent acquisition budgets or kept them flat over the past four years. Combined, this shortage of resources and effective communication is leading to dissatisfaction among recruiting teams and preventing them from being able to make the best hiring decisions.
The good news is that it doesn’t have to be that way. A few key changes can help to reframe the relationship between executives and talent acquisition teams and bring recruiting professionals into the conversation. Here’s how to do it.
Consult your talent acquisition team when setting recruiting goals
We’ve written in the past about the importance of getting stakeholders involved in major business decisions, and this is certainly the case when it comes to determining your hiring needs. One of the best ways to make sure that you and your recruiting team are on the same page is to have regular meetings about your business strategy and work together to set goals related to recruitment and candidate outreach. This will help your team develop a clear sense of where the business is headed and how they can meet recruiting needs.
Pro Tip: If you’re anticipating major changes in the year ahead — including a merger or acquisition — be sure to let your team know well in advance so that they can work to accommodate staffing needs accordingly.
Encourage open communication and make listening a priority
Outlining a clear recruiting strategy is a good start, but it shouldn’t stop there. Having regular check-ins with your talent acquisition team is a great way to keep the lines of communication open and understand the challenges they’re facing. This is especially important since less than half of talent acquisition professionals say that management is sufficiently informed about recruiting initiatives. By having regular meetings, and asking your team to keep you in the loop regarding issues that may arise, you can address problems head-on while offering your employees the support they need to meet their goals.
Pro Tip: Encourage your talent acquisition team to take the lead and set meeting agendas. This is a great way to ensure that they feel comfortable bringing issues to your attention and that you’re able to focus on the things that matter most to your team.
Offer your recruiters the resources and budgets they need to get the job done
Once you’ve nailed down your recruiting strategy and created a communication pathway, it’s time to look at some other ways you can empower your team. One of the best ways to do this is to confirm that they have the right recruiting budget. This can help your recruiters access the resources they require and hire additional staff if needed. While determining an exact budget may seem difficult, it’s easier than you think. The key is to factor in the number of hires you’ll need in a given time period, as well as the costs associated with posting jobs and processing resumes. This will give you a clear sense of recruiting costs for the year and ensure that you’re able to provide your team with everything they need to make successful hires.
Pro Tip: Don’t make the mistake of thinking that your budgets will be the same year-over-year. Instead, use your previous budgets as a baseline and adjust as needed to accommodate additional resources or hires.
In a fast-moving job market, it can be easy to forget that talent acquisition teams often have to go the extra mile to get the right talent in the door. But the reality is that most recruiters work incredibly hard to make great hires happen. By working closely with your talent acquisition team, and empowering them to make the best decisions possible, you’ll help your employees feel valued while also making it easier to find great candidates.