A successful organization is like a Formula 1 car. To keep up with developments in the market, technology, and society, it must race every single day. The real challenge is staying in the race and making it to the finish line. Achieving that requires top performance from the entire organization. All parts of the machine work closely together to make it a success. But why is it that one crucial component—recruitment—gets so little attention?
Pit Crew
The pit crew has an important task. During pit stops, they perform essential maintenance and repair any damage. They're also responsible for tire changes. Yet there are a few members of the pit crew who receive very little attention: the ones responsible for changing the tires. These are the people handling recruitment. Temporary personnel are often hired for this role. It's also frequently assigned to people without relevant experience or complete beginners in the field. Or the whole thing gets outsourced to the local bargain tire shop.
“Are you happy with your recruitment?”
I regularly visit great organizations. When I speak with the owners and ask them how they manage to keep racing successfully, I hear fascinating and inspiring stories. Usually, they all share one dream: to drop out of the race less often and finish among the leaders. To finally stand on that podium and toast champagne with the others. Then I ask them: “Are you happy with your recruitment?” Or: “How are your tire changes going?” And then there’s silence. Some throat-clearing, maybe a nervous chuckle, and then a story follows. Usually not a very cheerful one. The final words are typically “difficult” or “problem.” The contrast is striking. A brilliant organization ready to compete in the motorsport premier league. But for the tires that connect the car to the track? Very little attention.
Situations I often encounter:
HR has recruitment as a side task As if the driver has to get out of the car during the pit stop to change the tires with a little jack. We all know the average HR professional already lacks the time to perform core HR duties—let alone handle recruitment! Hired gun So why not just keep hiring a new "tire specialist"? An interim Corporate Recruiter. Sure, they can deliver quality work to solve a short-term problem. But they have different interests and obligations. And eventually, they’ll move on to the next assignment. In-house recruiter Then how about our own tire specialist? An in-house recruiter can be a good solution. But many organizations make the mistake of assigning a relatively inexperienced person to the role—often because of how the recruiter’s role is internally valued and graded. Which again reflects the overall lack of attention recruitment receives. A bit of everything We just need good tires, “no matter what.” So we let every opportunist run wild with our job openings. We make ourselves a moving target. We also dabble with job boards and call centers offering extra recruitment services. Before you know it, the pit lane is filled with well-meaning people getting in each other’s way. Among them, there are sure to be some opportunists misrepresenting your organization and causing (reputational) damage. All of the above An exotic mix of all the situations above. With an equally exotic mix of problems.
So what’s the solution?
Start by taking recruitment seriously and giving it the attention it deserves. Commit long-term to experienced professionals, whether they are internal or external. Together, develop a vision and a long-term plan of action. Wishing you a great race! Raymond te Veldhuis CheckData & DataJobs.nl