10 Things the Head of Recruitment Must Stop Doing Now and 10 Things They Should Do More of

Introduction

The role of the head of recruitment is crucial in ensuring the success of an organisation's talent acquisition efforts. However, in the fast-paced and ever-evolving landscape of recruitment, certain practices may hinder progress and impede the ability to attract top talent. This article aims to highlight ten things that the head of recruitment must stop doing immediately, along with ten actionable steps they should focus on to improve their effectiveness and drive organisational growth.

10 Things the Head of Recruitment Must Stop Doing Now

1. Relying Solely on Traditional Recruitment Methods: The head of recruitment should abandon the sole reliance on traditional recruitment methods such as newspaper ads and job boards. They must embrace innovative strategies like social media, talent communities, and proactive sourcing to tap into a broader pool of qualified candidates.
2. Ignoring Candidate Experience: Failing to prioritise candidate experience can result in negative employer branding and missed opportunities to attract top talent. The head of recruitment must stop neglecting this aspect and focus on providing a seamless, personalised, and positive experience to all applicants, regardless of the outcome.
3. Neglecting Employer Branding: Employer branding plays a vital role in attracting top talent. The head of recruitment should cease neglecting the importance of employer branding and invest in initiatives that build a strong employer brand image, including showcasing company culture, values, and employee testimonials.
4. Overlooking Internal Talent: Often, the head of recruitment becomes so engrossed in external hiring that they overlook the potential within their own organisation. They should stop ignoring internal talent and implement robust internal mobility programs that nurture and promote existing employees.
5. Rigid Job Descriptions: Using rigid and generic job descriptions limits the talent pool and fails to attract diverse candidates. The head of recruitment should avoid this practice and focus on crafting inclusive, engaging, and accurate job descriptions that highlight the organisation's values, growth opportunities, and desired skills.
6. Neglecting Diversity and Inclusion: Diversity and inclusion are crucial for organisational success. The head of recruitment must stop neglecting these aspects and make a concerted effort to create inclusive recruitment strategies, remove biases from the hiring process, and actively seek diverse talent.
7. Delaying Feedback to Candidates: Providing timely feedback to candidates is essential for maintaining a positive candidate experience. The head of recruitment should stop delaying feedback and ensure prompt communication at every stage of the hiring process, even if the decision is unfavourable.
8. Relying Exclusively on Technology: While technology streamlines recruitment processes, solely relying on automated systems can lead to a lack of personal touch. The head of recruitment should stop solely depending on technology and strike a balance by incorporating human interaction and relationship-building throughout the recruitment journey.
9. Neglecting Continuous Learning: Recruitment is a dynamic field, and the head of recruitment must stay updated with the latest trends, best practices, and technological advancements. They should stop neglecting continuous learning and invest time in professional development to enhance their expertise and stay ahead in the industry.
10. Overloading on Administrative Tasks: Administrative tasks consume valuable time that could be better spent on strategic recruitment activities. The head of recruitment must stop overloading themselves with administrative duties and delegate or automate tasks that can be managed more efficiently, allowing them to focus on strategic decision-making.

10 Things the Head of Recruitment Should Do More of

1. Build Strong Relationships with Hiring Managers: Collaboration and alignment with hiring managers are crucial for effective recruitment. The head of recruitment should prioritise building strong relationships, understanding their hiring needs, and collaborating closely with them to develop targeted recruitment strategies.
2. Embrace Data-driven Recruitment: Leveraging data and analytics can significantly enhance recruitment outcomes. The head of recruitment should use data to gain insights into sourcing channels, candidate demographics, and hiring metrics to make informed decisions, improve processes, and measure the success of recruitment initiatives.
3. Foster Proactive Talent Sourcing: The head of recruitment should proactively source talent rather than relying solely on reactive methods. This includes building talent pipelines, networking, attending industry events, and engaging with passive candidates to build relationships and anticipate future hiring needs.
4. Prioritise Employer Branding: Investing in employer branding initiatives should be a top priority for the head of recruitment. They should actively promote the organisation's unique selling points, showcase employee success stories, and create engaging content to attract top talent and establish the company as an employer of choice.
5. Enhance Diversity and Inclusion Efforts: To foster a diverse and inclusive workforce, the head of recruitment should implement targeted strategies. This includes partnering with diverse organisations, using inclusive language in job postings, implementing blind resume reviews, and providing unconscious bias training for all hiring stakeholders.
6. Implement Effective Onboarding Programs: Successful recruitment extends beyond the hiring stage. The head of recruitment should focus on implementing effective onboarding programs to ensure new hires feel welcomed, supported, and equipped to contribute to the organisation from day one.
7. Leverage Technology for Efficiency: While human interaction is important, the head of recruitment should leverage technology to streamline processes and improve efficiency. This includes using applicant tracking systems, AI-powered resume screening tools, and video interviewing platforms to enhance the recruitment experience for both candidates and hiring teams.
8. Develop and Nurture Talent Networks: Building and nurturing talent networks can provide a competitive edge. The head of recruitment should focus on developing relationships with potential candidates, even if they are not an immediate fit, to establish a talent pool for future opportunities.
9. Foster Continuous Learning and Development: To stay ahead in the recruitment field, the head of recruitment should foster a culture of continuous learning and development within their team. This includes providing training, workshops, and mentorship opportunities to enhance the skills and capabilities of the recruitment team.
10. Measure and Optimise Recruitment Metrics: The head of recruitment should establish key performance indicators (KPIs) to measure the effectiveness of recruitment efforts. By analysing metrics such as time-to-hire, cost-per-hire, and quality of hire, they can identify areas for improvement and optimise the recruitment process over time.

Conclusion

The role of the head of recruitment is evolving, requiring adaptability, strategic thinking, and a focus on candidate experience. By ceasing certain practices and adopting a proactive and data-driven approach, the head of recruitment can elevate their effectiveness, attract top talent, and contribute to the long-term success of the organisation.