Recruiters and hiring managers share a similar goal: To match great candidates with the perfect employee. For both parties, finding a candidate whose values, team interactions and overall role are all a match to the company is just as important as finding a hard worker. But it’s no secret that these two parties are not always as aligned as they should be. The results can be frustrating for all individuals involved in the hiring process.
While recruiters struggle to meet the high expectations of hiring managers to quickly hire the right candidate, hiring managers are frustrated with the lack of high-quality candidates to fill each open position.Is your #recruitment team making the shift towards a talent advisory role? Discover how you can move towards this type of recruitment with @ApplywithAllyO’s latest blog: Click To Tweet
Within the current decentralized recruiting structure that many multi-location organizations have today, hiring responsibilities fall into the hands of the hiring manager. These folks may not have the time or know-how needed to spend on an actual recruiting strategy. Until now, recruiters have played an administrative role to companies – fulfilling a task, but not really providing hiring managers a roadmap or insight on how to improve their hiring process. Today, we are seeing a shift in this role that is helping companies create better recruiting and hiring processes.
The role of the recruiter is undergoing a strategic shift towards that of a talent acquisition advisor. This is due to a litany of new forces affecting their roles. The rise of the gig worker, record-low unemployment and increased demand for diversity are all factors talent acquisition professionals are increasingly grappling with. But a true talent acquisition advisor finds themselves less of an administrator, and more of a consultant who is able to offer recommendations and strategic direction to hiring managers in hopes of overcoming these ever-changing obstacles. So what does this shift in roles means for a recruiter?
Unlike the classic recruiter, a talent acquisition advisor:
Overall, this new role offers a more strategic method of recruiting and hiring candidates. Perhaps the most important added value is that talent advisors use data to support their actions and recommendations. This can mean using historical hiring data to identify the best sources for qualified candidates, or improving hiring criteria to speed time to hire. By using data and analytics in the process, companies are seeing increases in the productivity of new hires, identifying recruiting issues and benchmarking hiring processes.
As recruiters evolve into hiring consultants, how should those involved in the hiring process adjust? Here, we discuss four strategies that will immediately strengthen their working relationships with one another:
Make sure that both hiring managers and recruiters are aligned in the common understanding of the business’ goals. When each individual is working towards these common goals, the company will see better results.
Begin by having your hiring managers share their thought-out and thorough goals for their department. Spell out expectations and needs while also noting past pain points. On the other hand, be sure that the talent advisor has a chance to explain why the company has been using the tools and processes currently in place. As a team, have the two come up with a best practice to use going forward. As this combined team implements these new practices and the recruiting and hiring process evolves, continue to have discussions to make sure these practices make sense — what worked when the hiring manager was looking to fill two roles may not work when they expand their need to ten positions.
Perhaps the most difficult challenge seen between recruiters and hiring managers is communication. As recruiters take on an advisory role, it is more important than ever to create a clear path of communication. Encourage both parties to openly speak about the benefits and drawbacks of working hand in hand. By doing so, the teams can play on their advantages and work to improve their pain points in their workplace relationship. The company as a whole will see an improvement in the quality of candidates when talent acquisition advisors and hiring managers create a symbiotic relationship.
For a candidate, reading a job description is often the first step in their hiring process. Take a microscope to each roles’ description and requirements to determine if they are accurate and attracting the right type of person. Hiring managers might not realize language used in job descriptions could be turning away potential candidates. This is where your talent acquisition advisor comes in. The consulting partners can objectively evaluate existing job descriptions, offer suggestions to improve their effectiveness and clarify any confusing language. Have these two parties work together to create a job description that defines the job, accurately represents prerequisites and daily requirements and also draws the right candidate for the role.
As the internal hiring experts, talent acquisition advisors should also offer suggestions on what recruiting technologies and recruitment processes to use across each hiring lifecycle stage. Recommendations should include items that enable hiring teams to spend less time on routine tasks and more time getting to know the candidate and hiring the best fit.The role of #TalentAcquisition Advisors is on the rise. Find out how your #hiring managers and advisors can streamline the recruiting and hiring processes: Click To Tweet
Before starting the hiring process, the following questions should be answered by the advisor:
Although this list is a good jumping off point for talent acquisition advisors and hiring managers, there will be points of discussion specific to each company, and more importantly, each role. Use the open communication model discussed earlier to further discuss how to best streamline the recruiting and hiring process.
As recruiters gradually adopt the position of the talent acquisition advisor, companies will see an overall improvement in the hiring process. In performing this transition, recruiters will move from an administrator to a consultant. Individuals in this role will offer support to hiring managers when needed, and ensure they have the right tools they need to attract, hire and retain top talent.
Interested in learning how AllyO can assist your recruiters as they transition into the role of a talent acquisition advisor? With our end to end AI recruiting tool, you will make the recruiting process more delightful and efficient for all involved parties. Contact us today to start a conversation at www.AllyO.com or email us at email@example.com.
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