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Recruitment Goals, and why most don’t matter

Recruitment Goals, and why most don’t matter

Business Goals

When I joined Skilled as Regional General Manager way back in the last century, the owner brought me into a Board meeting on my second day and asked me to explain my mission in the role.  He let me babble on for a few minutes about customer satisfaction and employee engagement before cutting me off with “No, no, no!  Your mission is, Make Money! Everything else is secondary.”  That was the one and only directive I was given and it provided surprising clarity in all my decisions in my ensuing twelve years with the company.  I will come back to this later.

Research findings 

When we consult with prospective clients, one of the key questions we ask is “What are your recruitment goals?” and we usually receive a range of valid and worthwhile improvements such as:

  • Have a broad talent pool to draw on
  • Improve quality of attracted talent
  • Improve selection process
  • Improve time-to-hire
  • Streamline the process
  • Improve communication and collaboration
  • Promote our employer brand
  • Become more strategic in our approach
  • Reduce the failure rate of appointees
  • Reduce time and cost of recruitment

Not surprisingly, these are also typical goals that most consultants would recommend and, as mentioned, they are valid and worthwhile, up to a point.

Why they don’t matter

These goals don’t matter when they are not part of an holistic solution.  All too often managers feel constrained by budgets and believe they need to cherry-pick goals to get the best bang for their buck.  Hence we might see a focus on ‘reducing time and cost’ leading to the purchase of an applicant tracking system (ATS) which definitely does help but it misses the big picture.

In many respects an ATS simply helps managers make the wrong decisions faster.

The one goal that does matter

Coming back to my opening point, the reason a business exists is to ‘make money’ (or for an NFP ‘make the available money achieve as much as possible’).   Keeping this in mind clarifies the perspective and the role of recruitment becomes:

To enable the company to make money by effectively and efficiently
hiring the right people at the right time for the right price
.”

You will have strategic recruitment needs and tactical ones.  Strategically you will be looking for those special individuals who can advance the organisation through leadership, creativity or their networks and you will be continuously nurturing potential candidates through various channels.  Tactically you will recruiting for those roles that keep the business running and may rely more heavily on job boards and previous applicants.  In both cases, remember this…

Recruitment is an investment in your company’s future wealth.

With the ‘make money’ objective firmly in mind, you will want to identify candidates who

  • Have the right experience
  • Have the right attitudes and personal attributes to align with the role and the company
  • Are available or poachable
  • Will generate a healthy ROI on their salary expectations
  • Will fit the strategic direction of the company
  • Will make a positive impact and contribution quickly and consistently
  • Will stay and continue to contribute for the longer term

Beyond the ATS – an holistic recruitment solution

This is where the RecruitPack platform excels. It has all the usual features of an advanced ATS, plus it also includes benchmarking and screening for skills, experience, qualifications, attitudes, and personal fit.  And, it does all this up front, before you even look at a resume, so you know instantly whether the candidate is worth investing any time in.  Interview plans, online reference checking and onboarding are then available for the candidates you progress.  Let us know if you would like to see it in action.

 

 

Image courtesy of iosphere at FreeDigitalPhotos.net