There are lots of reasons why internal recruitment teams stop delivering, and it’s not always the internal team’s fault.
Imagine this scenario: your project is only days away but your internal team is struggling to deliver.
You feel helpless because you need resources, but you trust your team to deliver.
It could be a situation you are experiencing right now.
There are lots of reasons why internal recruitment teams stop delivering, and it’s not always the internal team’s fault. It’s a tough position for all involved: internal recruiters, the hiring managers that require the skill and the external recruiter who is stuck in the middle.
Further reading: The four surprising reasons why telco executives miss out on roles
Your internal team is often under-resourced, under attack from HR, finance and management, and also have to spend time recruiting - an extremely time-consuming endeavour.
I see this all the time as an external recruitment agent (who also provides outsourced recruitment services).
Contact us here to discuss your resourcing approach
The business often points the finger, which is not in the spirit of teamwork. So what can be done - and what do you need to assess to get your project back on track?
Here are my observations after 18 years spent in the telecommunications recruitment industry.
1. Have a clearly defined recruitment process
Is the recruitment process on all levels (HR, financial, procurement and management) clearly defined and documented?
This doesn’t take long to do, but I’m amazed at how many organisations just don’t do take the time to document their recruitment approach.
Has the recruitment process been communicated and agreed internally? Are all the relevant divisions able to agree to support the structure? If not, start here. By building this foundation, you are your colleagues will save time in the long run.
2. Agree your business focus - and your hiring purpose
Your focal point needs to be agreed internally and documented so that all roads head to support this goal.
It's at this stage where your business' hiring needs should come first.
If you honestly believe that people are your best asset, then this should be an easy decision. The successful CEOs I have had discussions with all agree that business success is based on the skill set of their staff. If we have the right skills, we will not burn cash - but start to create it with the right people instead.
A partner at a successful law firm once said to me, “I’ll invest more than my competitors if it means I get the best staff into my business.”
That’s why his business is successful - and yours will be too if you follow this approach.
3. Changing from an old-school to new-school management approach
Don't get stuck in the past.
If you think finding staff is about merely about pure process (and advertising on Seek) you are kidding yourself.
Finding top talent requires investment in recruiters, the right recruitment suppliers and skilled heads to run your internal talent team.
But guess what: there is a silver lining. Your business will grow from the investment. It will deliver and prosper if you invest. Just read the books of the top ten business entrepreneurs in the world. They all say it.
4. Set realistic expectations for your teams
Your internal team may not always deliver. And by the same token, your external recruitment suppliers won't always either.
Have some key measures in place (like KPIs on time to fill for both internal and external hires) and an overflow process that actually supports the hiring process promptly.
Again, business hiring needs should be the focus. Managers working hard to deliver should not have to wait 40 days to start seeing candidates….. unless you are recruiting astronauts!
Most good agencies are able to deliver quality candidates within 48 hours.