http://www.ere.net/2009/06/05/were-getting-out-of-reactive-mode/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 22 Mar 2010 11:22:33 +0000 http://wordpress.org/?v=2.9.2 hourly 1 http://www.ere.net/2009/06/05/were-getting-out-of-reactive-mode/comment-page-1/#comment-12571 Tony Crisci Fri, 05 Jun 2009 15:03:36 +0000 http://www.ere.net/?p=8259#comment-12571 Excellent points Michael, and I can back up your findings with mine. I walked into a very similar situation a little over a year ago with my company. The recruiters were very reactive in their approach, even to the point where they weren't really recruiting. Their role had been reduced to paper pushing and administrative processing functions. Morale was very low on the team as they felt they were being walked on and not appreciated. The truth was that they really weren't doing anything that added value to the recruiting process. When I came on board I went through a similar process with our recruiters and VP's and put together a proactive recruiting plan which included service level agreements with their managers for each open requisition. The recruiters are also building talent pipelines for critical higher volume business functions. The line managers have been very impressed as the recruiters began partnering with them and forward only the most qualified candidates instead of sending a blizzard of resumes. This resulted in a much quicker time to start, lower cost per hire, higher quality hires, and morale is up on the team as they are now being taken much more seriously since their service has improved and they are adding value. Excellent points Michael, and I can back up your findings with mine. I walked into a very similar situation a little over a year ago with my company. The recruiters were very reactive in their approach, even to the point where they weren’t really recruiting. Their role had been reduced to paper pushing and administrative processing functions. Morale was very low on the team as they felt they were being walked on and not appreciated. The truth was that they really weren’t doing anything that added value to the recruiting process. When I came on board I went through a similar process with our recruiters and VP’s and put together a proactive recruiting plan which included service level agreements with their managers for each open requisition. The recruiters are also building talent pipelines for critical higher volume business functions. The line managers have been very impressed as the recruiters began partnering with them and forward only the most qualified candidates instead of sending a blizzard of resumes. This resulted in a much quicker time to start, lower cost per hire, higher quality hires, and morale is up on the team as they are now being taken much more seriously since their service has improved and they are adding value.

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