Can you afford to entrust the recruiting role to an overworked manager who does not have time or desire to spend with prospective candidates? Can you afford not to have a strong recruiting department? Imagine your organization without the recruiting part of your Human Resources (HR) department. Imagine if you had to do all of the work your recruiting department does. Sounds easy right?
Do you want to answer inquiries like “I just graduated high school, and I want a management position. What do you have for me?” or talk to someone’s mom about career opportunities for her 26-year-old? Do you want to attend career fairs at obscure places and talk to thousands of people about why they should work for you? Do you actually want to process and filter applications, many of which aren’t qualified for the jobs they applied for?
Last time I checked, employment law is stacked almost completely against the employer, and it is cumbersome to unravel the constantly growing case law that adds more and more restrictions onto employers. HR Professionals understand this, and can be the voice of reason that prevents lawsuits stemming from discriminatory recruiting practices. One lawsuit can easily cost more than the recruiting budget at most companies.
You can’t build a world-class team with the wrong people on the team in the first place. And you can’t recruit top talent through laissez-faire recruitment efforts by managers who do not have the time to take it seriously. Organizations must dance with the talent they want, and that dance is time-consuming. HR can be that frontline sales team that finds that talent pool, accesses it, and constantly adds talent to areas that need it.
Most coffee addicts (like me) don’t know a single executive at Starbucks, but we do know our local baristas. How they treat us is a reflection of the whole company, every time we get our coffee. Likewise, recruiters are that frontline face of the organization’s talent pipeline. If trained and integrated well, they can be the crux of people deciding whether they want to work for you or not.
Applying for a job is a deeply personal and vulnerable task. People will remember this process for the rest of their career. Were they treated like cattle in a feedlot, ignored like they did not exist, and mostly forgotten about? Or were they treated with the utmost of customer service, and either hired or declined in a fair and professional manner? Imagine your declined candidate pool being ambassadors for your company and promoting their amazing experiences to their friends and family. Is that possible? Yes, it is. But only if your organization takes its recruiting efforts seriously, and if you have dedicated people passionate about recruiting and staffing your company. HR is important, and does contribute to your organization’s success.
Tim Vanderpyl is a Certified Human Resource Professional (CHRP) with Canada’s largest catholic healthcare organization. He holds a Master of Arts in Leadership from Trinity Western University and is working toward a Doctorate in Strategic Leadership at Regent University.