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It’s Time for HR and Recruitment to Take a Break

Over the years, Human Resources has taken on a completely different face. HR no longer means just payroll and workplace conduct. Gone are the days of cheesy corporate videos warning employees informing them of workplace policies. From training and development, HR analytics, strategic planning, and talent acquisition, the roles HR plays are varied.

Which begs the question, where do we draw the line? Should HR really be involved in recruitment and interviewing? Is this their responsibility, and if not, whose is it?

We think it might be time for HR and recruitment to take a break. Here’s why.

It’s Not You, It’s Me

HR may not be to blame for drifting apart. Just as human resources has evolved, so has the talent acquisition field. You won’t find any help wanted ads in the paper. Technology has completely transformed the role of recruitment today. What once functioned under hiring managers and senior leaders, taking orders on which candidate to hire and reaching out to close the deal, now has morphed into a role all on its own. With data and analytics to drive the recruitment process, this has opened the door to a new way of recruiting and created an entity all its own. In other words, it’s not HR’s fault, Talent Acquisition has needs to be fulfilled.

We Should See Other People

Because recruitment isn’t the same as it used to be, it might be time for this department to spread its wings. From building the employer brand to improving the candidate experience, recruitment no longer requires a simple one and done interview process. Which leads us to question where this role should fall within an organization. Should marketing be responsible in order to control the employer brand? Historically, recruitment has fallen under HR simply due to compliance issues, and in light of the #MeToo movement, this may not be changing tomorrow. On the other hand, acquiring talent is a special skill and many argue should not fall under the branch of Human Resources as there is simply too much involved. Perhaps the next stage in the recruitment evolution is moving out from under HR.

I Need to Be Alone for a While

For this reason, many organizations are beginning to create a talent acquisition department that stands on its own. Perhaps the best solution, as the department can collaborate with others but still function as its own entity. Talent acquisition today no longer depends on the human resource department or hiring manager to provide insights into their needs, although still valuable. Instead, these recruiters or TA specialists are experts on the job market and industry trends. As Recruiting Intelligence blog, ERE, states “Although there is merit in partnering with HR and marketing among other key stakeholders, as talent acquisition professionals we provide a unique and invaluable service to our hiring managers, senior leaders, and CEOs…. The emergence of “big data” and metrics helps to identify critical talent, enables us to source more strategically, and provide intelligence on how the competition is performing in efforts to hire talent. “

Do you think Recruiting should break up with HR or are they meant to be together forever? Leave us a comment!

Bring Some Madness Into Your Office

The frenzy of March Madness is alive and well in our office and it’s got us thinking about the dynamics that make these teams thrive. From recruiting top talent to honing players’ skills, there are a lot of factors that go into building a championship team.

In the spirit of the season, here are our favorite ways for developing great teams from March Madness.

Selecting Your Players Well

You know what they say – “You’re only as strong as your weakest link”. Selecting and recruiting the right candidates is essential to building a strong team. While it may take more work up-front, all the research and time invested will pay off as you build a solid foundation to support what lies ahead. Start off by investing in recruitment and make sure you’re adding people who will complement your culture, not just blend in. Determine your weaknesses and find players who will fill in the gaps.

Play to Their Strengths

According to Gallup, employees who use their strengths are SIX TIMES more engaged than those who don’t. Once you’ve attracted the star talent, now you have to keep them! Start by defining your employees’ strengths. A strength should be defined as “consistent near perfect performance in an activity.” Strengths should be invigorating, not draining and produce clear, effective results. You may find that one employee produces several great results but are on the edge of burnouts while another employee is bored. Developing your employees helps them stay passionate and forward-thinking, while creating a balance on your team.

Keep Your Eye on the Prize

It’s a lot easier for basketball teams to stay focused on the goals ahead of them – win the game, win the championship, don’t get injured! In the office, however, it’s not so cut and dry. As a leader, it’s important to help lead your team to success by keeping them focused on your goal. Whether it’s a short term goal to accomplish for the week or a long-term goal for the year, find ways to track and measure progress towards your goals to keep employees motivated and united.

Spend Time Together Off the Court

David DeBusschere, named one of the greatest players in NBA history, once said “The best teams have chemistry. They communicate with each other and they sacrifice personal glory for the common goal.” The same is true in our workplaces. The best teams are the ones who spend time getting to know each other. Spending time outside the office can create a stronger, loyal, and happier team. When they have each others’ backs, they become unstoppable.

Celebrate Your Wins

No team leaves a championship game with a quick high five. They celebrate with loud cheers and celebrations. The same should be true of our wins in the workplace. When your team accomplishes a milestone, remember to take time to celebrate and acknowledge their achievements. After all, this is what all the work is for!

What are some ways you’re building strong team cultures in your workplace this year?