End-to-End Recruitment Lifecycle Managment


I was having conversations with a couple of people this week and was asked questions in respect to the processes that need to be followed and considerations that an in-house recruiter (IR) needs to keep in mind. It was in answering these and having a full conversation around the subject ,that it made me think further about many of the things we have to do on a regular basis, that tend to get taken for granted; how much of a challenge we have and why the role of the in house is such a mystery to many.

I recognise that not all companies have in-house recruiting or resourcing teams. I also recognise that not all in-house teams work in the same way. Take the membership of The FIRM for example. There are over 900 companies represented across 41 countries, each has their own set of processes and corporate politics and peculiarities to respect. I expect the focus and priorities and therefore the models that are adopted vary from company to company, from country to country and event internal business unit to business unit. So I will continue based on some firsthand understandings and some assumed generalisations.

I know for a fact that many an agency and customer does not and probably cannot understand the scale, pace and intensity that an IR lives with. I have even heard agency staff disrespect IR’s claiming them to be failed agency staff or gatekeepers – that’s a good business tactic if ever I heard one!

The fundamental role of the IR is to hire the best people possible to meet the business needs of their employer. Simple, yes? However if we start to think of the IR in terms of managing the end-to-end recruitment lifecycle we start to understand where the hours in the days go when time and consideration needs to be given to :-

• Resource and budget planning – reports, trends , market analysis

• Attraction strategies which would include Campaign/Marketing strategies – short-, medium- , longer-term

• Acquisition strategies- direct source/search, job boards, online medium options, agencies, search

• Interview planning – attendees, structure, schedules

• Internal Customer management – an IR cannot hide from or ignore customers, they will hunt you down through the corridors

• Candidate Management – sourcing, CVs, Interviewing, feedback, follow up, experience and expectation management

• Brand Protection and candidate experience

…and these are just the high level ones. Add in our general love for speaking with people and you have all of the networking and interaction with our internal and external contacts, all of whom can have a direct impact on how the job is performed and what results you might be able to achieve.

Two primary concerns for all IR’s must be projection and protection of the corporate brand and the provision of a first class candidate experience. We must ensure all that we do ensures that every candidate that goes through the application process is managed in such a way that at the end of their journey they feel good about the experience, whether the result for them is positive or not.

Each of the above points could have many words written about it and I intend to explore some of them in a bit more detail in future posting.

Do consider this as a taster – a prelude if you will.

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