The true value of great IT recruiting
It is easy to say "our staff is our most valuable asset" - but unfortunately not all companies have an understanding of the true value of recruiting for corporate strategy and growth. If you have not taken concrete steps to show that recruiting is part of your corporate DNA, these statements can only be seen as lip service. Recruiting cannot simply be viewed as a reactive process. You need a proactive approach that includes everything from top to bottom, involves the right stakeholders in the process, controls costs, and uses a talent-first culture.
Here are some ways to increase the value of talent acquisition.
Focus on talent from day one
This lesson can be applied to almost any organization. Management teams often focus early on getting products to market and building market share. If you defer personnel decisions to a later date, a reactive cycle can result that lasts long into the future.
Concentrate from the first day onwards on talents. Create a strategic plan to bring the right employees to the right positions in the right team, assign the appropriate resources and align the expected costs and salaries with data from your planning. Once you have built a talent-first foundation, it will be easier to maintain the recruiting dynamics and build a more predictable process.
Show your commitment to cost control
Recruitment metrics can help you keep track of costs to support the business. Show how much faster you fill roles and how you reduce the cost of an open position. Quantifying cost savings is not only a proven method in recruitment, but also helps you engage critical stakeholders.
Make it a collaborative effort
Managers and departments are also important stakeholders in your efforts to build the right recruiting culture. Departments usually know what they expect from a new hire - they just don't know how to achieve it all. This is where collaboration and improved interaction come into play. Build a closer relationship, exchange data and best practices, set realistic expectations, and make the hiring process as efficient as possible to get the department excited and motivated about the process.
Share your best practices
Technical recruiters know that the ideal recruitment process is one that finds more active than passive technical talent - requiring fewer interactions to elicit a more responsive response from candidates.
By exchanging best practices like concentrating on active talent, giving deeper scrutiny to profiles to gain insights, and crafting more persuasive messages to candidates, the whole recruiting organization can improve.
Corporate cultures that focus on attracting talent know that recruitment is much more than a means to an end. If you can get everyone excited about your vision, you'll be well on your way to achieving that goal.
