Recruiting is Valued (Barely)

All-too-slim majorities of recruiters feel that their organizations view recruiting as strategic and valuable, according to data from the Recruiting Rountable.

The pie chart below shows the percentages of the 4,000 recruiters surveyed who said that “recruiting is viewed as a strategic priority at my organization.”

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Slightly better are the results below showing the percentages of recruiters who said “my organization values the work we do (in recruiting).”

The Roundtable suggests the following be done to reinvigorate recruiting (explored in depth in the December/January Journal of Corporate Recruiting Leadership):

  • Building pipelines of critical skills
  • Honing attraction and branding efforts
  • Strategic talent planning
  • Clarifying recruiting roles
  • Training (and continuously developing) the recruiting team
  • Maximizing selection efforts while maintaining candidate care
  • Enhancing measurement and metrics.

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1 Comment on “Recruiting is Valued (Barely)

  1. All too often, recruiting is seen as overhead, and a “necessary function”, and (most-incensing) a non-revenue generating group. My question has always been, “without the recruiting organization, who hires the revenue generators?” So indirectly, I think that it truly IS a revenue generating role, and should be treated as such.

    I think that there is a disconnect in most organizations, where people think that finding the “right” candidate is all too easy, and could be done by anyone. It is truly only the highest self-aware organizations that understand that recruitment helps to drive the business. Companies spend incredible amounts of money to better their sales functions, to attract and retain bigger clients, but somehow that theory becomes lost when it turns to recruiting.

    There definitely seems to be a shift in that thought process, but it is slow, and happening just one company at a time.

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