For an overview of the importance and impact that recruitment has on any organization, a recent interview with Patty McCord provides both inspiration and motivation.
Ms. McCord speaks to the very real perception that the recruitment aspect of the Human Resources function can be (and often is) relegated to a ‘workmanlike’ status. It is, after all, a process-based series of steps that puts a candidate through multiple sets of assessments and events in order to determine whether or not the employer should hire them. If the Human Resources practitioner approaches recruitment from that perspective, it can be perceived as a tedious set of tasks for both the practitioner and the candidate. The result may be the same, the candidate gets hired or not, but the value and the joy of the process is missed by everyone involved.
Recruitment is only the beginning of the talent management journey. It is, as Ms. McCord notes, the first step to ensuring employee retention is perceived as a mission linked to organizational success. If an organization is committed to being great, then they must hire and retain great people. That gives purpose and passion for every step and every process that the Human Resources practitioner is involved in.
It also makes the decision easier to not have people who are not so great. When a candidate joins an organization, they do so under a specific set of circumstances and understandings which start to change almost immediately. First, their role changes from candidate to employee. For both the employee and the employer, expectations become more clear, duties and responsibilities expand or contract, working relationships develop in both positive and potentially negative ways.
When there is a clear approach to employee development as part of a positive talent management strategy, the employee is able to accept and adapt to these changes in a constructive way. If there is no strategy in place, the employee’s experience is disjointed and, in many cases, unhappiness sets in. The employer must decide whether or not the retention of unhappy employees is good for the organization. If it is not good, then the right decision is to relieve everyone of their unhappiness and end the employment relationship.
The ending of the employment relationship comes back to the beginning — recruiting with purpose and passion as the mission for organizational success.
- Based on your reading of the article, identify three key effects that successful recruitment has on organizational success.
- How do organizational values shape or influence the hiring decision?
- If you were able to implement some of the suggested staffing strategies, which one would you pick? Explain your rationale.