Recruitment Isn't Broken 😳
Katrina Collier
🛠️ Solving The Recruitment Problems AI Won't Fix 🛠️ | Human Connection Facilitator & Speaker | Author: Reboot Hiring & The Robot-Proof Recruiter || Memoir: The Damage of Words
But Talent Acquisition has a BIG perception problem.
Confession: I stole the title of this newsletter from Ken Ward's talk (watch it here - NSFW 🎧). This contradicts 76 million Google results for "recruitment is broken".
Over the last few days, whilst looking at the agenda of several leading HR conferences, I have come to this startling realisation.
Recruitment isn't on their radar.
Nor is talent acquisition, hiring or anything else it could be called.
It's just not on the agendas. It's simply absent.
🤯
Yet, HR wants TA within its function.... because, you know, "people."
But it's not covered at leading HR conferences.
And ask HR what Talent Acquisition does and most will say, "Post adverts and make appointments." To be fair, the business doesn't really know what you do either! 😬
This is the cause of much of the collaboration chaos I work to fix. And when you subscribe to this newsletter, you'll receive my thoughts, tips, and ideas to help make recruitment less, erm, bent out of shape.
I want people to understand what it actually takes to bring people into a company; especially in this market. As a recruiter you know, it's far more than CVs floating down from the sky or posting a job advert and sieving responses, so let's shout louder about what we do.
Talent Acquisition is a new function.
It's what, 5-15 years old? Younger in some companies. So it's up to the people working in TA to change how they are perceived by the business.
To explain that TA can be strategic. That TA is not an administrative function.
We are the people who bring in the people. And it's the people that make the company succeed... or fail.
Successful in-house recruiters are invested in. They are permitted to forge partnerships with all areas of the business, which ultimately makes hiring better and benefits the candidate experience and employer brand.
HR, marketing, sales, and finance functions are older and more developed. They don't usually need to explain what they do. But TA does.
So wherever you are in your TA journey, you need to ensure you are understood.
Are you ready to shout about what it is you do?
Affinidi's Phoebe Buffay of Talent Acquisition: Unconventional, fun-loving, and dedicated to making your career sing! 🎶
2yI'm very happy that someone started this topic. Great job Katrina!
Talent Acquisition 👉𝗚𝗲𝗲𝗸👈 | JobSeeker Ally | I'm not active on LinkedIn: I'm 𝗵𝘆𝗽𝗲𝗿active! | Wordsmith | Senior Recruiter at Cenlar FSB | Hiring for IT roles exclusively in the 19067 ZIP code | That #EDtalk guy
2yThis is a fascinating point and strangely, it really hadn't occurred to me before. I like to joke with the rep of one of my approved vendors when I call out a req that he should just go out to his backyard and shake his talent tree until the appropriate resumes (we're in the US) fall out. It's always good for a laugh. When I explain my job function to people who aren't familiar with it I explain that we are brokers, finding talent to match the needs we are servicing. There appears to be a higher understanding of the volume of communication and stress attendant in what we do when I cast it in those terms.
Recruitment Manager bij Van Dorp | Talentwerving | Employer Branding | Strategisch Recruitment | Arbeidsmarktcommunicatie | Connect voor recruitment inzichten!
2y"We are the people who bring in the people". That sounds so awesome!
Experienced recruiter, Advisor, NED | My bio: Chair, CEO, MD, FD, CD, COO, Trustee, NED, Ambassador | Burton Chamber & IoD
2yTo satisfy discerning and savvy candidates, we have 'employer value propositions' now replacing 'remuneration packages' / candidates empowered due to supply side restrictions / business transformation driving demand in STEM related skills / work life balance recalibration due to the pandemic experience / employers needing to demonstrate their ESG credentials to candidates in a competitive market place, especially after COP26 etc...., TA is a core consideration and driver of any growth and sustainability plan and putting strategic talent acquisition and (equally) retention at the forefront of planning is possibly the most important thing a company can do.