Recruiting is Two

On September 29, 2016, in HRExaminer, by John Sumser

2016-09-29 hrexaminer recruiting is two photo img cc0 by markus apiske pexels photo 145397 544x363px.jpg

While it is becoming common to call the market facing function “Recruitment Marketing”, the story is more complex. It includes over 30 different techniques for identifying and targeting the sources of supply and then evolving individualized relationships with candidates.

Recruiting is really two entirely different disciplines. The internal function involves the relationship with the organization, its politics and the hiring manager. In an ideal world, this group manages workflow, decision making and the candidate’s acclimation to her new job.

The market facing function includes everything required to produce a short list of candidates. From supply-demand assessments to the organization’s future requirements, this group is responsible for reducing time to fill by having ready inventory.

The internal function dictates specific requirements. The external operation fulfills them. The external group creates pools of leads and works to understand long range requirements. The internal group closes deals. The external group appraises fit. The internal group shoehorns the new employee into the culture.

The skills, tools and perceptions that make one work complicate the affairs of the other. While it is becoming common to call the market facing function “Recruitment Marketing”, the story is more complex. It includes over 30 different techniques for identifying and targeting the sources of supply and then evolving individualized relationships with candidates. It is really a sophisticated form of supply management where the hopes, dreams, financial well being and capabilities of human beings are the inventory.

Being made of two different disciplines means that Recruiting is very hard on candidates and prospects. As the action shifts from external to internal, different players with different motivations enter the dialog. Only the candidate stays the same. The overarching theme shifts from hunting and attraction to risk management and fit. It can be a jarring experience for the candidate.

How this happens depends on the way that your company is organized. I think of it as the transition from the Recruitment Marketing Platform to the Applicant Tracking System. You might think of it as the transition from prospect to candidate. It would be accurate to see the transition as a key step in the Recruiting funnel.



 
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