Recruiting Does Not Belong In HR
by John Ruh
Recruiting does not belong in HR. What? you say. Then where does it belong?
It belongs in Marketing because Recruiting is a marketing problem. Or, if you would rather, in a separate department (your recruiting department or, if you want to emulate pro sports, your draft department, and it can be outsourced) that reports to the president/GM.
Here is why:
Can you imagine any major sports teams (which by far have the best recruiting methods), letting their HR Manager or the CFO do recruiting when he/she has the time? Of course not! This is a very time consuming task and the recruiter must have hunter skills, the time to devote to it (a minimum of 30 hours to do a quality search) and internet technology know how. Most of the time is spent sorting the cream from the milk. Taking short cuts is the best way to miss Mr. or Ms. Right.
And here is the good news no recruiter will tell you:
The recruiting paradigm made a 180 degree shift when the Internet came into being. Candidates went from private to public domain. Now you can reach anyone if you have the right technology and know how. Just like marketing, it calls for the expertise on how to use todays internet options properly.
The new paradigm costs less!
Contingency recruiting is an obsolete paradigm and a new model is available to you that costs less and does a better job. You can now have an outsourced contract recruiter (or part-time recruiter that is your employee) who is paid on time and materials basis and knows your culture and your people. You can now afford to have a five-step, leading-edge recruiting model so your draft program can achieve its only goal which is providing two to three candidates who are an 8, 9 or 10 (on a scale from 1-10) and who fit into your culture within 60 days or less.
The Final Benefit
When you have this in place your managers can expect a 7+ performance out of existing employees because they know they can now find an 8, 9 or 10.
P.S. Call or email for a one-time one hour facilitated discussion with your managers on the 5 steps to recruiting right.
Recruiting does not belong in HR. What? you say. Then where does it belong?
It belongs in Marketing because Recruiting is a marketing problem. Or, if you would rather, in a separate department (your recruiting department or, if you want to emulate pro sports, your draft department, and it can be outsourced) that reports to the president/GM.
Here is why:
Can you imagine any major sports teams (which by far have the best recruiting methods), letting their HR Manager or the CFO do recruiting when he/she has the time? Of course not! This is a very time consuming task and the recruiter must have hunter skills, the time to devote to it (a minimum of 30 hours to do a quality search) and internet technology know how. Most of the time is spent sorting the cream from the milk. Taking short cuts is the best way to miss Mr. or Ms. Right.
And here is the good news no recruiter will tell you:
The recruiting paradigm made a 180 degree shift when the Internet came into being. Candidates went from private to public domain. Now you can reach anyone if you have the right technology and know how. Just like marketing, it calls for the expertise on how to use todays internet options properly.
The new paradigm costs less!
Contingency recruiting is an obsolete paradigm and a new model is available to you that costs less and does a better job. You can now have an outsourced contract recruiter (or part-time recruiter that is your employee) who is paid on time and materials basis and knows your culture and your people. You can now afford to have a five-step, leading-edge recruiting model so your draft program can achieve its only goal which is providing two to three candidates who are an 8, 9 or 10 (on a scale from 1-10) and who fit into your culture within 60 days or less.
The Final Benefit
When you have this in place your managers can expect a 7+ performance out of existing employees because they know they can now find an 8, 9 or 10.
P.S. Call or email for a one-time one hour facilitated discussion with your managers on the 5 steps to recruiting right.