Lately, you’ve been wondering about whether your talent team is really effective. Are they doing a better job than if you did it yourself?You’re a founder, CEO, COO, or VP. You want to hire faster. You want to hire only the best. You want your organization to be fast and free of bureaucracy. You hired a talent acquisition (TA) team to solve this. But it seems like they’re not getting enough great people in the door.
You think something along the lines of — these talent people are all the same. It always seems like they’re always doing data entry and unnecessary gatekeeping, we end up just paying external headhunters an arm and a leg anyway.Before you replace your talent team without solving the problem, ask yourself what you can do to make them successful. Think about how you do this for sales and marketing.
Today, the hiring funnel looks very much like the sales funnel. Talent acquisition teams have to
Normally, sales and marketing teams use multiple tools for ^^.
But recruiters get to buy only 1 tool, a system of record, the Applicant Tracking System (ATS), which is actually the tool that is good for running process and analysis, but has little to do with demand generation or closing. They don’t get any marketing tools. Their commissions are lower than affiliate (headhunter) commissions. Your employee referral program is only a fraction of that, and recruiters doesn’t even get to control the budget for the referral program — that often comes from individual departments. That’s like telling marketing that their budget comes from the iOS engineering team.
For instance, they shouldn’t be afraid to:-- See if it makes sense to pay headhunters per interview instead of per hire-- Pitch the company’s new perks plan to local press-- Ask teams in the company to help them source via referrals-- Spend the day at a friendly company to learn their best practices-- Try new tools that speed up hiring for the companyFor example, consider the case of Tom, who infamously blew $100,000 on a brand new Tesla only to learn that it didn’t work underwater. If you’re asking recruiters to try to do the impossible, then don’t be disappointed when your expectations aren’t met. You’re asking for it by not asking for it.
This is a version of an article originally published on Recruiting Daily.
At Drafted, we believe that your company network is your single biggest competitive advantage when it comes to hiring. Our mission is to make it easy for you to leverage your network in the hiring process to find the best candidates. Your network is already powerful, it’s just too much work to make it a priority over the day-to-day of recruiting. Companies that use Drafted see their employee referral numbers go up by 2x, their time to hire drop by 30% and their overall hiring efficiency increase significantly within just a few months.