Where do you truly stand when it comes to explaining and demonstrating the value we add as recruiters in the recruitment process? In an industry that has been slated over the years have we improved and evolved in line with the new economy or are we still dumbing-down our profession with clients and candidates alike?
I recently met with a newly appointed HR Director and we were having a pretty full on discussion about some very chunky HR challenges from both a market perspective and from their company perspective. This was good juicy stuff; a new leadership team, HR at the leadership table, change management, a direct report to the CEO, succession planning…so understandably this was one enjoyable conversation.
And then it happened.
“Now we have a role and we’d love your help. We’re are looking for a National Finance Manager – it’s a strategically important position, directly reporting to Australia and a really important business partner to the NZ business…so can you flick me some CV’s to see who you have on your books?”
Now I think I can almost hear some of your comments as you read this:
It’s not unusual. This happens all the time. It’s quite common actually. What’s the problem? Just flick them some CV’s.
Firstly [and on a pretty obvious level] how do we add value when we are flicking CV’s? Doesn’t agreeing to this approach de-value the expertise that we as professionals provide? Cultural alignment and values alignment… where do they fit here? Yes mining talent banks is an essential ingredient in our repertoire but so are tailored qualification and selection techniques.
How can we hope to act as employer brand custodians in this situation? How does this type of an expectation fit with an organisation wanting to be an Employer of Choice or aspiring to improve in Best Places to Work stakes? Doesn’t agreeing to this old approach of ‘a body in a job’ undermine the expertise that we bring [or should be bringing] to the process?
Secondly, in recent times there has been a marked increase in the amount of information potential candidates require before opting into a recruitment process. They are cautious, curious, want to conduct their due diligence, desire straight-up answers and do not want to waste time or have their time wasted. This is a sophisticated, savvy, technically capable candidate audience.
They want to have an ‘experience’ when looking for their next career step. Yes, they want a job – but hand-in-hand with this is the requirement for a positive professional experience. They are not happy about having their details flicked around town and are vocal about the agencies who misuse their CV’s or refuse to provide them with information [like a position description!] prior to interview. They do not like to feel like they are a commodity. Yet, it still happens.
Clearly our role in recruitment includes information sharing and market education. It is as important today as it has ever been. We can see the market is tightening up again and employer brand management, having slipped from being top of the pops, is back in vogue in 2010.
Isn’t it a perfect time, post recession, to go on the campaign trail… to explain about the lengths we go to when sourcing, attracting, qualifying and selecting high calibre talented individuals, both passive and active. And how specialised we have had to become at identifying skilled individuals, assessing their cultural alignment to a particular employer organisation, presenting evidence of the contribution they potentially will make and wish to be recognised for.
In other words, elevate our expertise – to all customer groups.
And eradicate the ‘flick though some CV’s’ mentality – plain and simple.
