How to create an in-house hiring function - part 2 of 3 - Talent Heroes
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How to create an in-house hiring function – part 2 of 3

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How to create an in-house hiring function – part 2 of 3

 

In Part 1 of our mini series we discussed the importance of world class advice and looked at global recruitment organisation Robert Half’s warning story of lost productivity, low staff morale and rehiring costs, when the recruiting process goes wrong and you get a bad hire. Their story highlights the importance of ensuring that your in-house hiring function is well crafted and that your ‘employer brand’ and ‘candidate experience’ minimises the opportunity for things to go awry. Deloitte’s 2017 Deloitte Global Human Capital Trends gives advice on creating a TA capability and here, we break that advice down into digestible options for startups, scale ups and SME’s.

What do I need in place?

Recruitment Tech

Your TA team will need some recruitment tech in order to perform for you. There are a lot of tools out there; Applicant tracking and workflow management systems from enterprise players like Taleo and SAP Success Factors, through to lightweight monthly subscription tools like Workable and Bullhorn. What’s for sure is you will need a blend of CRM and workflow management tools. A spreadsheet and Slack won’t cut it. A lack of investment here and you’re captaining a rudderless speedboat. (eek!)

Employment Brand and Candidate Experience

Money pit. Seriously. You can spend tens of thousands on your brand to attract, retain and manage existing talent. But you don’t have to.

Determining your employment brand and the candidate experience is vital though. Just like any brand that sells products and services that is judged on its; advertising, customer service, in-store experience, shop front design, press releases etc, so your business will need;

#1 BRAND EVANGELISTS

#2 A TOP-NOTCH CAREER PAGE

#3 BRAND CONSISTENCY

#4 POSITIVE SOCIAL MEDIA PRESENCE

#5 FLEXIBLE AND MOBILE WORKPLACE

#6 VALUES THAT SHINE THROUGH

#7 CLEAR SIGNS OF YOUR CULTURE

Once these are in place, you can look at your candidate experience, or ‘what is the journey that a candidate goes on when they make contact with your company?’. The candidate experience is made of many moving parts, and each one works in conjunction with the others.

#1 BRAND IMPACT

#2 ATTRACT AND ENGAGE

#3 APPLY AND CONVERSE

#4 INTERVIEW AND FEEDBACK

#5 OFFER AND CONTRACT

#6 ONBOARDING

A combination of brand thinking, journey planning, and a little investment in your outward facing ‘candidate brand’ will give you an edge on those that are not doing it.

Sourcing channels

If you were going fishing you’d ensure you have the right equipment to catch the fish that you wanted to catch, right. Open up talent pipelines to nontraditional sources. Think about how best to source and recruit for the many types of talent needed. Maybe that means full-time, part-time, freelance, gig workers, and crowds?

Your TA function needs more that a LinkedIn recruiter licence  (£4800 per annum). You need reach to different communities and platforms. Engineers are found in different places to Growth Hackers, and operations staff don’t swim in the same pools as sales specialists. A lack of investment here will mean you have to go to external recruiters. The basic requirements are;

#1 JOB BOARDS

#2 PROFESSIONAL FORUMS

#3 MEETUPS

#4 TARGETING YOUR OWN NETWORKS

#5 SOCIAL RECRUITING AND BRAND AMPLIFICATION

Collaborative Sourcing

Get the team on board. The talent acquisition function should be connected across HR, business, procurement, IT, and other functions in order to amplify sourcing. We all know that operating in silos produces poorer results than collaborating, talent acquisition is no different to any other business process. A cross department, coordinated talent sourcing methodology can deliver great results and keep your team informed of what’s happening across the growth piece.

We all know that operating in silos produces poorer results than collaborating, talent acquisition is no different to any other business process.

Hiring your recruiter

Now you need to find someone, (several people perhaps) to pull this all together and deliver results that you can depend on, across ALL your hiring needs. It’s important to consider that hiring an internal recruiter should be thought of in the same way as hiring for any other part of your business. Most talent specialists will have one or two areas of specialist knowledge. They cannot know all markets, or indeed be connected enough to have reach in those markets.

You wouldn’t hire a Developer to manage all your tech needs would you? It’s advisable to have a flexible and interchangeable TA function, so that you can tap into the skills of certain market specialties, as and when you need them. Contracting for fixed periods of need, for example, makes a lot of sense.

You wouldn’t hire a Developer to manage all your tech needs. It’s advisable to have a flexible and interchangeable TA function, to match the hiring needs you have at any one time.

Collaborative planning

Once your TA function is in place, it will need managing and nurturing. Collaborative working will allow for growth and engagement. Your TA function must be integrated into the highest level of planning within the organisation, or it will wither and die on the vine. In-house recruiters cite their internal relationships as one of the most frustrating parts of their role. And this affects their performance and how long they will stay with you. This article sets the scene. With so much of your brand invested into your most prolifically outward facing business function, investing in the relationship is a no brainer.

In-house recruiters cite their internal relationships as one of the most frustrating parts of their role.

Managing ROI and controlling risk.

Naturally, creating a reporting suite that is relevant and one that gives insight will be vital for the management team and the TA function to understand one another and to work cohesively. Additionally, the in-house recruiter now has to be a marketer, innovator, researcher, analyst and advocate of ‘new’. The RecTech world offers a huge array of opportunities to gain competitive advantage. Your team will need to balance tried and tested software, platforms and routes to market, alongside sampling and testing new cognitive tools, AI and machine learning based platforms, community markets etc and you’ll need to give them time to do that.

Creating a talent acquisition capability, is not simply a case of hiring an in-house recruiter and giving them a LinkedIn licence. Detailed planning, forecasting and deployment is vital. Build a function that is slick from the start, has the required reach and is fully integrated into the rest of the business. A well planned, scalable and reportable TA team will save you time, money and headaches.

In the final part of our mini series, we look at additional considerations and costs giving you a clear view of everything you’ll need to remove the need for external recruitment agencies.

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.

 

Talent Heroes hires, so you don’t have to.

Talent Heros
ollie@lindonwilliams.com