“One of the most common criticisms leveled against HR is that it’s incapable of being truly strategic.”
Whether or not you agree with this statement by Thomson Reuters, it is true that HR plays a pivotal role in recruitment strategy which is key to business performance. However, research by the CIPD found that almost one in five business leaders is unaware of HR’s contribution to business strategy.
“Strategic HRM focuses on longer-term people issues, matching resources to future needs, and macro-concerns about structure, quality, culture, values and commitment.”
So, what are you doing to serve your business strategy through recruitment strategy? Of course there are number of HR pillars outside of recruitment, but when it comes to people issues, workforce planning and, well, nearly everything mentioned in this definition, recruitment is key to consider.
Sort your recruitment strategy and everything else will follow.
Think about it, in your current role, do you spend more time recruiting, or more time managing issues as a result of recruiting mistakes? Recruitment is an essential part of success- the right recruitment partner will work with you to serve your business strategy.
Recruitment can be a real headache, but it can also be easy.
Before my marketing days I recruited care and support workers for a number of clients in some very difficult areas, including Cambridge, Hertfordshire and a number of others. It’s probably no surprise that I have experienced a number of clients worrying over hard-to-fill areas, sighing about high volume campaigns and simply reaching the end of their tether when it came to recruitment.
From hiring managers to HRBP’s, everyone has pulled their hair out at one time or another because of recruitment, and that doesn’t have to be the case.
You can get recruitment right in 1 of 3 ways:
Good, old fashioned ‘do it yourself’- if you have a recruitment specialist with the right expertise then this can really work. You need someone who can take ownership of the essentials, with the ability to reach, engage and retain the right people for your business as well as creating and implementing an effective and robust recruitment strategy. But do you have that individual?
They have the connections, they’re fuelled by the promise of commission and they probably will fill your roles. But you need an effective PSL in place, do you have that? Are you being charged fairly by agencies? And, even if you’re sure of these things, do they really know your business and understand your needs?
You can outsource all or part of your recruitment processes. Whether this is a recruitment project, the temporary division of your business or a graduate campaign, it’s definitely worth considering. Of course it’s difficult to feel secure when outsourcing, but if you find the right partner with the right expertise, you could be on to a winner. A good partner will know your business strategy and will work with your to achieve this.
Find out more about the benefits of recruitment outsourcing
Written by Hannah Ratcliff, Marketing Executive