Rebuilding Your Internal Recruiting Program: What you need to consider

 

As a business development professional employed by an RPO solutions company, I have the opportunity to speak with experienced, senior-level talent acquisition leaders on a regular basis.While it’s always my hope that a burning desire to engage in an RPO partnership prompts them to take my call, I more often find individuals that are carrying the cross of rebuilding broken internal recruiting programs. 

It’s obvious, at first, that they are determined to go alone, come hell or high water, and maybe at some point down the road when they have a "better process in place" they will finally feel comfortable handing the task of hiring off to someone like us. They don’t necessarily want a solution, so much as they’re seeking insight. How does what I would be doing stack up against what you’re doing and what the rest of our peers are doing?

Well, here is some insight for you: You don’t need to go at it by yourself. Rather than trying to fix broken internal recruiting programs on sweat equity and good intentions, instead, assess your surroundings and use resources that are around you. There’s a lot to gain for the price of a conversation. Here are a few examples:

• Interested in changing to a new technology platform, but don’t know which is best for your organization? Ask a recruitment company! Recruitment companies are intimately familiar with the functionality of the best tools and technology available in the market – they have to be!.There is always a new gadget, social site, or analytics tool that provides an edge over the competition. If that edge means better service to our clients, then we need to know all about it – how it works, who it serves, what’s its advantage, what’s its Achilles’ heel? If you’re interested in buying a new applicant tracking system or recruitment marketing platform, are you getting all that detail from some seven-day demo? I doubt it. An RPO provider can leverage client’s existing systems, which means they have worked with it all and know what works well in what environment. 

• Want an insider’s view on how your recruiting organization ranks compared to your peers? Ask a vendor who speaks with people in your exact position with your direct competitors all the time. Vendors learn what they struggle with, what they’re good at, and what they’re trying to achieve. Now, will a vendor tell you all of their secrets? Of course not! However, can they give you a sense of how you stack up and provide some feedback on how others are solving common challenges? You bet.

• Lastly, are you looking to totally overhaul your talent acquisition function? By this,I mean workflow, assessments, technology, training, resources, and so on. To get that all squared away before you talk to any providers can end up being very counterproductive. Many folks I speak with see value in an RPO service and can even picture how it could fit within their organization, but they want to take time to better build out and streamline their own process before starting up any conversations. This can take months to years of work to restructure an internal talent acquisition function. More often than not, a provider can take one look at it and call out a handful of trouble spots that someone so close to it can no longer see. Save the time and the headache and walk through that process with an organization whose success hinges on their ability to design best in class talent acquisition structures. RPO companies have assessed, re-designed, and implemented more processes than one person could in their career, so why not use that knowledge for your benefit?

If you’re considering a full revamp of your internal recruiting program, consider it cautiously. You may have already self-diagnosed a problem with your internal recruiting, but you should get a second opinion from experts who have the recruitment process down to a science. Although, you may have the best intentions to improve your hiring process without outside help, it can have costly implications in both time and money that you cannot recoup. 

To avoid these pitfalls, start with speaking to a vendor who can provide genuine and professional insight – best tools to use, what competitors are accessing to gain an edge, and how to streamline your talent acquisition workflow. These all have a significant impact in maintaining a competitive workforce. Save yourself time, be resourceful, and get in contact with a vendor to examine the inefficiencies in your internal recruiting program.

You can see the full article as it was originally posted on HR.com here

Related: Recruiting best practices, IT hiring, Recruitment innovation, Hiring market trends, Best practices, Recruiting culture

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Seven Step RPO is part of the Motion Recruitment Partners LLC family of innovative recruitment companies