Transforming Recruiters Into Recruiting Business Partners

transformThere is no denying the impact that qualified talent has on an organization, providing the skills, know-how and expertise to achieve company goals. Why, then, aren’t the people responsible for finding those top performers held with more regard? In most companies, the talent acquisition function is limited to a reactive, administrative role – hiring managers or team leads make a hiring request, and recruiters must scramble to find the right people.

The result is that HR is essentially left in the dark about the company’s long-term business objectives and must continuously play catch-up, rather than being able to proactively improve strategic candidate sourcing to best plan for the future. At a time when good talent is increasingly difficult to find, elevating the role of recruiters into strategic business partners who understand the current and future gaps and how they can fill them, will deliver a significant hiring advantage.

So, how can the HR function become a recruiting business partner? Consider the following steps for getting a seat at the table and developing a more strategic recruitment model:

  • Build alignment with hiring managers: By partnering with hiring managers, recruiters gain a better understanding of company objectives and the talent that is needed, enabling them to work proactively to source right-fit talent. To further strengthen the connection, recruiters should seek to attend weekly team meetings to align their efforts with the business and actively engage hiring managers through one-on-one meetings.
  • Avoid bad hiring decisions by planning ahead: To avoid the high costs of mis-hires, recruiters can take a page from their Sales and Marketing colleagues and use the funnel method to eliminate candidates at each recruiting stage. This will ensure only the most qualified progress to the final round. Over time, this method can be used to predict future outcomes. By looking at the funnel’s conversion metrics, recruiters will know how many prospects they should source, how many should be interviewed and how many the executive should plan on meeting.
  • Consistently deliver the best talent possible: Consistently bringing the best people on board will help to elevate the recruiting function. To do this, it is essential to create candidate profiles, similar to how Marketing develops buyer profiles, which list the skills and traits the ideal candidate should have. At the same time, recruiters and hiring managers should work together to create service-level agreements, leveraging those scorecards to find qualified candidates and presenting an agreed upon number to hiring managers.

In order to identify, evaluate and ultimately hire the best candidates, recruiters must be in full alignment with organizational needs and priorities. When recruiters serve as business partners, they gain a better understanding of where the company wants to go, and the type of talent needed to get there. As a result, they can improve effective recruiting strategies and deliver a steady supply of right-fit talent able to overcome current challenges and meet future goals.

Talent Operations - Become A Recruiting Business Partner

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Interview Planning