I just spent a day in training. It didn’t have anything to do with recruiting. It actually was product and process training for a new sales guy I recruited. You might ask why I would spend nine of my valuable recruiting hours learning about products and processes for salespeople.
This question in the headline has been posed to me several times. For context, we are driving a transformation of the way we do talent acquisition. In a nutshell, we want to focus on meaningful candidate engagement vs. a transactional approach to hiring.Through meaningful engagement, hiring managers get better quality talent, and candidates are more likely to advocate for us.
Top firms use collaborative recruiting because it “turns every employee into a recruiter” and a brand ambassador. Expanding involvement also improves hiring results and lightens recruiter workloads. If you haven’t heard about this increasingly popular approach, collaborative recruiting (aka team hiring) is where you purposely expand both employee and manager roles throughout the recruiting process. Both play a larger and more impactful role in finding, sorting, assessing, selling, and retaining candidates. Unlike, the traditional manager-dominated hiring model that does not emphasize collaboration.
I decided to write this after reading seeing a post on a website called Blind. A few weeks ago someone asked for some advice on how to show appreciation for a recruiter who they have worked with. Apparently showing appreciation for a recruiter is not very popular these days. The post got a bunch of negative replies, including the much dreaded “recruiters are cancer.”
Over the last five years, we have seen that the top concern of all executives is finding, hiring, and retaining talent. As we approach 2020, company leaders will still lose sleep. Want to put their minds at rest? Here are my top five skills recruiters will need to be successful in the coming decade.
Human resources is a Frankenstein department comprised of every function that didn’t fit into another department. Recruitment, benefits, employee relations, FMLA Administration, and the list goes on. In order to run a department like this, we’ve created jack-of-all-trades roles like Generalist that require HR professionals to become party planners, trainers, employment law experts, and everything in between.
For the last four years I have had the challenge of recruiting for the hospitality industry — trying to fill positions that are for the most part entry-level, low-paying jobs — with people who have outstanding interpersonal “people” skills in an industry that never closes.