Here’s an update from my experience running three courses on recruitment in 2019.
When you run training for people of different positions, industries and backgrounds, you learn a lot, and that’s what happened to me. Our 2019 training on Competency-based Recruitment, The Boot-camp, and the Interviewing and Hiring Decision-making, attracted HR professionals at all levels of different organizations, and line managers responsible for making hiring decisions. One thing became apparent; even among companies with considerable complements in recruitment, and long-term practice, there are gaps in practices that lead to recruitment failures. By failures I mean failure to attract the right talents, and failure to recognize the right talent.
So, what are the key lessons? Here are my thoughts:
- There is a need for Recruitment Managers to take a more strategic approach to recruitment. As it is now in many organizations, it’s just a conventional process with conventional steps that don’t really respond to the needs of today.
- Many recruitment professionals who engage in the recruitment process lack the fundamental skills to fully appreciate the value of the steps and much less, how to conduct each step competently.
- Line managers are frustrated with the process but don’t realize that they contribute to the failure to recruit by not learning how to carry out their recruitment roles well. For many of them, there’s no means of learning available in the organizations because the Recruitment Department doesn’t have programs available for training the hiring decision makers in their roles in recruitment.
We are reprising the courses again in 2020 with improvements brought about by the lessons we learned from our recent runs. Please see this article and hopefully recognize if this is something you can equip your company’s recruitment role-players with.
Here’s the original post.
Oh, the frustration of finding the right talents and not being able to hire them!
We in recruitment know how it feels to sift through hundreds if not thousands of resumes to find just a few candidates who might make it to the final interview, only to find either of the following happening; the candidates dropped out, The hiring manager doesn’t like the candidates, or a candidate was offered the job but declined! What could be worse than that? Well, hiring a candidate who is wrong for the job! That’s the worst!
All of these can happen if there is no partnership between HR and Line Managers. We observed that on many occasions, the relationship is not that of partnership but more like customer-order taker relationship. This kind of arrangement simply won’t work. Each party must recognize the importance of the role each play and carry out their responsibilities with competence. There are a number of values that this partnership can bring to a recruitment; it leads to reduced guesswork, more effective sourcing initiatives, better employer branding, more objective screening process executed well, better chance of getting offers accepted and ultimately better candidate and employee experience.
This doesn’t happen overnight and rarely without an intervention. To develop a good Recruitment strategy, everyone involved must be trained on the organization’s chosen approach.
ExeQserve is offering a Two-day Competency-based Recruitment Strategy Training to help recruitment professionals rethink how they do this job in partnership with their stakeholders.
