The recruiting function takes many different forms from one industry to the other. In environments where talent supply is limited and competition is high, HR recruiters may be required to spend more time with potential candidates, resulting in taking on fewer requisitions at a time. Success in modern recruitment may be a moving target, but irrespective of whether a company is in a period of rapid growth or reinvention, there are a few consistent driving results among the most effective recruiting practices today.
Operational Efficiency and Business Effectiveness
Operational efficiency is a key driver of success in recruitment. From time to fill to cost per hire, a sustainable hiring function keeps tabs on time and resources to keep overhead under control. Yet, talent acquisition is a people process – and cutting corners in people processes for the sake of efficiency is a disaster waiting to happen. The best recruitment functions prioritize effectiveness first and efficiency second. Organizations should spend more time on evaluating sourcing channel performance and quantifying the quality of hire – not because these practices are in trend, but because each is a more impactful driver of success in recruitment today than the cost per hire.
Strategic Clarity and Agility
One of the inherent limitations of the traditional talent acquisition is the lack of strategic direction. When the only clear goals are to recruit as quickly and cost-efficiently as possible, it’s a struggle to prioritize one job over the next. Recruiters need to find time to collaborate with hiring managers and tend to applicant status updates.
Yet, when HR teams are as accustomed to strategic goals as the business unit leaders they support, they can begin to think strategically about the role they play in achieving these goals. That’s because strategic clarity boosts agility in modern recruitment, which enables recruiters to think beyond the next requisition and consider that the time spent developing relationships with candidates who show promise may be more worthwhile than the time spent on social recruiting channels.
Company Brand and Transparency
In a traditional recruiting model, many organizations do what they can to make open jobs more attractive to candidates. They do this by increasing opportunities for advancement. Building a company brand that is both authentic and attractive can be a challenge, but the most effective recruitment teams understand that candidates value transparency – in the talent acquisition process and in brand promise. The ability to deliver this constantly is what sets businesses of choice apart from their other competitors.
Though each of these drivers has a major role in modern recruitment, sustaining meaningful results across all three requires a paradigm shift in the way businesses think about talent acquisition. The scope and function of recruitment has evolved, and demand has increased for solutions that support success using more modern practices. To be successful in talent acquisition today, businesses have to find the tools and technologies that provide necessary recruitment capabilities and integrate them with other systems.
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