This is a guest post from Tom McLoughlin at Growth Recruits, a specialist marketing company for recruitment agencies, as part of our Recruiting Weekly Series. Tom shares his thoughts on how Recruiters can work with HR departments.

Recruiters and HR go hand-in-hand when it comes to finding good employees. Both parties are ultimately looking to source versatile candidates, retain them in the organisation, and keep employees happy in their roles and helping people to progress in their careers. The cross over between these roles can sometimes lead to animosity when a company decides to bring in external recruiters, but also has the potential to bring about positive change and growth.

As a recruiting team, HR departments and external recruiters can create a bridge between the organisation and the candidates. Both can work together to keep the organisation afloat with smooth hiring leading to quality employees and candidate retention.

The key to any good relationship is communication, understanding and collaboration that is beneficial for everyone involved. Here are four ways recruiters can work with HR departments to achieve recruitment success.

Using Data

The pool of potential employees and emerging talent is quite large and requires constant screening and detailed analysis to find the best candidate. Modern recruiters commonly use data to understand recruitment trends, develop new techniques and understand candidate behaviour. This helps them find a particular candidate with the right skills and experience in the field quicker than casting a net into the job ocean and waiting.

With deep analysis and time spent skimming through data, recruiters are building a larger and more in-depth database of specific candidates. They may use systems such as HRIS, Applicant Tracking System, or performance checking platforms to keep a close eye on the process. With this data, the recruiter ensures efficiency in the process and quick hiring. This is something not all HR departments adopt and one way they can work with recruiters in a data-led approach.

Initial analysis from data on platforms such as social media, past jobs, online reviews, and publications can look beyond the generic resumes and cover letters from a potential candidate. This can save HR departments time when sourcing candidates for a new role by using automated systems and screening software to weed out anyone unsuitable, saving time and resources further down the line.

Using data, recruiters and HR departments can review key metrics and otherwise hidden information before finalising a candidate. This helps in improving the hiring quality and finding high-performing employees, which is essential in maintaining consistency in the quality of the whole team.

Sharing the recruitment data and HR’s company data can upgrade future statistics and help the organisation learn from unhealthy patterns. They may also use speed-based recruitment metrics and quality-based metrics to work around different parameters.

Recruitment Strategy Management

The relationship between the recruiter and the human resource department determines the success of the hiring process. To lead to a successful relationship, the recruitment strategy used by the company needs to be properly managed.

In order to decide on and follow an effective recruitment strategy, members of both teams will need to demonstrate positive leadership and management skills, which are essential in managing the recruitment strategy and the candidates at the same time. This is something recruiters tend to do naturally, but HR recruiters can learn easily via leadership and management courses available online or in person.

Managing a recruitment strategy effectively will require you to spend time looking at where you are already doing well and where you can improve. Any new processes will need to be explained to everyone involved, and both the HR department and the external recruitment staff will need a clear idea of their roles and responsibilities.

Innovative Engagement

The goal in good recruitment should be to engage potential candidates and current employees to maximise retention, build a positive image and attract top talent. You can increase and maintain engagement using a variety of strategies, such as building a brilliant social media presence to showcase the company culture, which is something recruiters and HR can work together on. This will work as an online mirror of your organisation and attract people looking for a similar work environment. Use videos, pictures, and live updates on social channels to stay relevant online.

Attracting emerging talent with virtual events and job fairs is another avenue where it’s worth HR utilising recruiter knowledge. It will encourage people to participate and approach you for the desired roles. Recruiters can also focus on publishing inspiring content for potential candidates, along with videos to keep the process fun and enjoyable for everyone involved.

Industry Expertise

One size can never fit all when it comes to hiring for a specific industry. If the picture of what is required for a role is unclear, the organisation may hire someone who is inadequate for the position and waste company time and money trying to train them or having to find a replacement. Understanding the industry is essential for picking the best candidates, which is where working with specialist recruiters can be particularly beneficial.

Recruiters with industry knowledge will ask the right questions and understand the role of complex terms in the process. For instance, Samuel Frank Associates know that hiring a candidate for the control and automation industry requires in-depth knowledge and differs from other electronics sectors, which is why they specifically recruit in such a niche area. Finding a recruitment company that specialises for your company can bring countless benefits, as well as unique industry insight.

Final Words

The recruiters and HR department of a company have a common goal. However, they do have different skills that are linked to achieving that goal, with plenty of crossovers.

HR departments and recruiters can work together with data analysis, innovative promotional ideas, recruitment strategies, and partnering with an industry expert to bring countless benefits to a company’s sourcing, hiring and onboarding process. It may be difficult to merge two different approaches to working at first, but once a new strategy is devised, the result will be worth it.

Author, Tom McLoughlin – Director of Growth RecruitsHR

Tom McLoughlin is the director of, UK based, recruitment marketing specialists, Growth Recruits. Tom has vast experience from his many years in digital marketing and has an in-depth knowledge of the recruitment sector and the marketing that is required to succeed.

Source link