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How to create an in-house hiring function – part 1 of 3
During the earliest stages of a company’s life, hiring tends to become the Founders responsibility. Money is tight and, it’s all hands to the deck to satisfy clients, develop product and promote yourselves to the world. You have no choice but to do it yourself. Then, real progress starts to be made and you’re growing fast. No longer can you manage hiring yourself. Responsibilities have grown at the same rate as your business. It’s at this point that many companies turn to outsourcing to meet their needs to hire quality teams, fast. But it’s worth considering that an in-house talent team may, in fact, be a more effective, quicker and cost effective solution for you.
Talent acquisition sourcing should be connected across HR, business, procurement, IT, and other functions.
Learn from world leaders to get it right
Naturally, being well informed is vital if you’re going to launch into creating a function within your business and one that has such an impact on your future potential. Bad Hires can seriously damage you. Global Recruitment organisation Robert Half tells a warning story of lost productivity, low staff morale and rehiring costs, when the recruiting process goes wrong and you get a bad hire. Recently, renowned consulting group, Deloitte published their 2017 Deloitte Global Human Capital Trends and focussing on creating a best in class talent acquisition (TA) function, they gave the following recommendations:
Leverage new technologies:
The world of recruiting is becoming a digital experience, perhaps leading the pack among the rest of HR processes, as candidates come to expect convenience and mobile experiences. Explore the value of cognitive tools, video, and gaming, especially when they build on social networks and the cloud.
Build a digital employment brand:
Everything an organisation does in the digital and socially networked world affects candidate’s’ decision to work there. Be sure to monitor and align messaging across sites and experiences.
Create a compelling candidate experience:
Put yourself into the candidate’s’ shoes: What is unique about your organisation that can add richness to the candidate experience? What qualities both set your company apart and make it more attractive to candidates?
Broaden and expand sourcing channels:
Open up talent pipelines to nontraditional sources. Think about how best to source and recruit for the many types of talent needed, both on and off the balance sheet, including full – and part-time employees, freelancers, gig workers, and crowds.
Talent acquisition sourcing should be connected across HR, business, procurement, IT, and other functions. Move beyond silos toward coordinated talent sourcing channels.
Naturally, Deloitte’s advice is compelling for large organisations, but not that practical for small ones. However, some of the key principles are deployable within any business, whether you are 5 or 500 strong. It’s all a question of scale (and investment).
In part 2 of our ‘How to create an in-house hiring function’ we look at the basics you will need to determine a lean TA capability within your organisation.
Talent Heroes is a people business. We’re contracted by clients to work in house, attracting and hiring an unlimited number of staff, for an all inclusive monthly fee.