Over the past five years the recruitment and talent acquisition has both changed and revolutionised with the development of digital technology. Previously it would have been the HR’s department to source new talent and they may have had a degree of external assistance from a specialised agency. It’s widely known that one of the biggest challenges that companies face nowadays when adopting and embedding digital processes is finding the right talent. Google have openly emphasised the importance of having an internal recruitment department that is able to fundamentally understand the company thus find suitable talent within the market which best reflects their brand and company ethos but is this really the case?
Successful businesses are built on talent and appreciate the importance of recruiting high calibre candidates in an efficient way. Nevertheless it is equally important to find a candidate which both has the capabilities to be successful by performing the requirements of the role and also is able to understand the core values and culture of the business. Therefore surely building a “google-esque” internal recruitment department within your organisation will effectively alleviate any your company’s talent worries?
From a strategic perspective this could well be the case, nevertheless the success falls in the execution of the strategy. From working with an array of different companies, it has been clear to us that many of these companies share the same deficiency. They do not possess a talent function which is able to represent their brand effectively on the market. Naturally, this doesn’t encompass all the companies we have dealt with; there are many internal recruitment departments that are extremely competent. Nevertheless, frequently there are inefficiencies that exist which prevent the internal function from operating as effectively as a proficient external agency.
A recruitment agency will generally work with an array of different clients. Recruiters are driven by commission and making money through commission. Furthermore many agencies have KPI’s that ensure their client bases are satisfied. Thus, recruiters are motivated to building long term relationships with clients by supplying the best talent and providing a high quality service. This practice can be challenging to match for internal recruiters.
In addition the role of the internal recruiter can be defined as the need to provide their business with direct access to the best talent and to effectively represent the business’ brand on the market. However from dealing with a large mixture of companies, it is common for the internal recruiter to manage external agencies to deliver the right talent, due to not having the first point of contact with candidates. Consequently, results in a complicated, inefficient recruitment process; a far cry from the intended purpose.
Furthermore a recruiter isn’t hired to lead the strategic plan of company, but the person that executes it. If the vision of recruiter isn’t clearly defined then this can result in the whole function failing. It is fundamental to ensure that all areas of the recruitment process are given the right level of detail. If any inefficiency is present during these stages it can be challenging to correct this.
The right level of expertise is needed to successfully embody the business brand on the job market, without this expertise it can be difficult to perform and deliver against expectations.
At Konstructive Recruitment, we adopt a tailored approach which embraces both internal and external methods which enables us to provide an integrated service which reflects both the needs and brand of the client, and the requirements of our candidates. We consistently endeavour to meet expectations on a regular basis by managing the recruitment process and ensuring the quality of our service.
Categorised in: Industry
This post was written by Konstructive