Comments on: Assessing Whether You Have an Elite Strategic Recruiting Function — a Checklist

By: Dan Hodgins

Dan Hodgins — Wed, 12 Dec 2012 06:50:18 +0000

Keith – what exactly would you define as the small stuff?

For me, the ‘small stuff’ is all the tasks and activities that pull me away from the stuff I enjoy that most that also happens to create the most business value – machine-gunning phone calls and emails to drive placements.

I also value my time at $50/hour ($100,000/year), and doing any tasks or activities that are worth less really bothers me when I have to do it. If I am doing endless research on Google to locate contact information for candidates I have effectively hired myself as a junior researcher at a rate of $50/hour. This makes no sense when the wage for a junior researcher should be ~$20/hour.

I think recruiters also need to be creative in delegating and also using virtual assistants whenever possible to offload some of the standardized, repeatable tasks associated with the recruitment function. This frees up time for more creative, strategic and/or higher value activities – a fine way to ensure that recruitment remains a strategic driver of the business rather than a tactical cost center.

By: Keith Halperin

Keith Halperin — Wed, 17 Oct 2012 23:17:09 +0000

Ty, I think Dr. Sullivan’s comments were good starting-off points for a useful discussion. Yours were very close to personal attacks and not useful.

Cheers,

Keith

By: Kes Thygesen

Kes Thygesen — Mon, 15 Oct 2012 21:48:12 +0000

Amazing tips! To add to your discussion, you mentioned a game-changing point in this post — building a recruiting culture. Encouraging employee engagement and referrals is a key step in creating an elite strategic recruiting function! Fortunately, if you’re interested in getting started but you’re not sure where to begin, there is software available that can help increase employee referrals and quality hires. I’ve found the use of incentives and reward programs in conjunction with reinforcement strategies has garnered the best results for companies.

By: Keith Halperin

Keith Halperin — Mon, 15 Oct 2012 15:55:58 +0000

Thanks, Dr. Sullivan. “Elite,” as determined by whom? The candidates? The recruiters? The hiring managers?

My experience from a recruiter’s perspective is that a “functional” (as opposed to: “good,” “great,” “elite,” “top-tier” or other such terms) recruiting organization establishes the following:
1) Gets the recruiters the resources we need to do our jobs.
2) Works to establish the communication and cooperation between the recruiters, hiring managers, and other relevant parties so we can do our jobs.
3) Has the recruiters recruit (quickly and affordably placing quality butts in chairs), and to not worry about the *small stuff”.

Cheers,

Keith

*Typically, anything you’d pay someone less than $50/hr to do.