As the competition for top talent increases throughout the job
market, companies must be sure that they are creating the best recruiting
process and the best candidate experience. Nothing is better than having a
seamless, smooth recruiting experience for your current and perspective
employees. But how does that happen? We’ve discussed “Why HR Should Collaborate With Recruiters” and in the second
part of this series we are going to tangibly delve into the top five ways to
make that collaboration happen.
1. Develop The Relationship
Before any relationship can be made stronger it must first exist
– it’s important to have a recruiter on staff. Some companies are smaller and
can fold those responsibilities into the Generalist/Coordinator role, however
most companies are bigger than that and need to invest in a Corporate Recruiter
position. Corporate Recruiters are more engaged and aligned with the
organizational culture which allows them to focus on the quality of the
candidates versus quantity.
The Recruiter and HR team should meet formally within the office
to work on recruiting and staffing plans AND there should be some informal
interaction – such as coffee? I can tell you, everyone likes to be taken out
for lunch, dinner or just coffee – it’s a great way to engage your team and
strengthen relationships.
2. Define Who Does What
In a team dynamic, it’s important to clearly define the roles of
each team
For instance, who does the initial screenings? Who recommends
the candidate to the hiring manager? When and who does the salary
negotiations? And what about the face to face interviews – who conducts those?
What recruiting software will you use? (That could be a great
collaborative effort by the way – the recruiter and the HR representative
should both interview the candidate, possibly even as a panel interviews.)
These things need to addressed and assigned so there are no redundancies, confusion
and unprofessionalism.
3. Create Recruitment Strategies Together
Now that you and the recruiter have a good working relationship
and you’ve designed the workflow process – (applicant trajectory) – now you
have to create the most effective strategies for recruiting – talent
acquisition – staffing – whatever you prefer to call it. Here are your options:
Social Media Recruiting – LinkedIn, Twitter, Facebook, Instagram and Pinterest;
all social networks with hundreds of millions of users in which you can use to
engage and reach a new talent community.
Job Boards – Maybe you prefer a more traditional approach to
recruitment marketing. Posting jobs
to Indeed, Monster, Careerbuilder, and the tons of niche job
boards can get the right eyeballs on your job openings.
Fairs – Jobs fairs, career fairs and college fairs; sometimes
the older methods work just as well as some of the newer methods.
Database Search – when you want to hunt for new talent,
the data base search is a good way to get a list of qualified names.
3rd Party Recruiters – Do you need them? At what terms? If
so, discuss how you are going to manage recruitment agencies.
Hybrids – Try mixing it up a bit or as we like to say “The
Remix.” Change it up a bit; mix and match strategies – you never know
who you will find searching for a good place to land. By mixing any of the
above options, strategically you are creating a company culture that makes you
a desirable employer.
4. Share Analytics (Data!)
Analytics, that’s data. Yeah data may not sound sexy but we need
it; it tells us what we need to know (if it is presented in
a comprehendible form and we take the time to listen to it). This
just makes sense, in order for your recruiting process to work; you
have to know what doesn’t work. You have to ask questions. You have to ask the
hiring manager, “Are you seeing the type of talent you need to see? Or are
there adjustments that need to be made? Should I open more recruitment
marketing channels?” You have to use performance evaluations to see if the
candidate is performing well, and if they quit you need to conduct exit
interviews to determine if there was something that you could have done to
retain that employee.
Some companies send recruitment surveys out to candidates during
and after the recruiting process – so there’s that option. A
good recruiting software will already give you a lot of data about
where the good candidates are coming from. You need data to support your
recruiting process and show areas of improvement and effectiveness.
5. Respect
In speaking with some recruiters, I’ve learned that sometimes
what tends to happen when a company brings a recruiter on board is that person
becomes the “dumping ground.” They get all the grunt work passed down to them,
things that were not part of their essential job duties – they become the
assistant’s assistant. Not cool. The recruiter should be viewed a part of the
HR team that handles certain aspects of the recruiting process and not the low
person on the totem pole.
The HR manager needs to make it clear to all department leaders
and staff members that the recruiter is part of human resources and will manage
the daily functions of the recruiting process. The HR manager should also make
sure the recruiter has all the resources they need to succeed, such as user
access with the appropriate administrative rights and privileges into
the applicant tracking systemand other networks.
Ultimately, recruiters and human resources professionals are on
the same page and want the same things. So it’s vital to communicate and work
together to ensure the company’s talent is inspired, engaged and happy.
Satisfying those internal customers (hiring managers, directors, supervisors)
and external customers (candidates) is an extremely important task that
requires some team work.
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