Nancy Robin Gillman

Introduction

Seamless Recruiting—what is it? Should it be done? Can it be done? Oftentimes, clients will ask, “Where in the corporate scenario or process should recruiting begin and where should it end?” Before this question can be answered, we need to ask, where does recruiting begin and end for most corporations currently?

Recruiting - Beginning and End

In actuality, corporate recruiting typically begins when the recruiter consults with the hiring manager to develop a job specification and writes a job description because a position has been vacated or created. After the initial consultation, the recruiter reaches out to possible candidates. The recruiter then works on candidate development and presentation of the best candidates to the hiring managers. Then comes the selection process and finally, an offer is made. If the candidate accepts the offer, onboarding usually follows; this might be performed by the recruiter or by an HR administrator depending on the organization. This is usually where recruiting ends—either previous to onboarding or immediately afterward.

Recruiting Seams

Yes, corporate recruiting today has seams—weak seams, fuzzy seams, strong seams and some that are just plain unsightly. Negative results of these “recruiting seams” include gaps, replication of processes, confusion of responsibilities and overlooked resources or underutilization of talent. Recruiting should be fluid and graceful; there should be no seams.

The Solution

So what is the solution? The solution to achieving seamless recruiting involves understanding the flip side of recruiting, retention. In coming years, baby boomers will be retiring and taking a wealth of information with them. To avoid extreme costs and retain cultural harmony, it is very important for corporations to hold on to these individuals at least until they can pass along their knowledge. Retention means recruiting the same candidate (employee) over and over through careful workforce planning, career pathing, organizational development, performance management, compensation planning, employee relations and succession planning. In essence, recruiting and retention need to be integrated to achieve seamless recruiting.

Conclusion

Can seamless recruiting be achieved? Yes, recruiting is evolving and will continue to progress through better planning, technology, sound implementation, and a shared vision.

About Author: This article was written by Nancy Robin Gillman. As an HR consultant since 1995, she has provided consultative and HR services to many local, national, and multi-national companies. She recently received her SPHR.