From Poultry farming to the Employer Branding Strategist Recruiter! Columbus required!

Imagine, you are a 50 people company//team/GCC unit, etc. and growing 30% YoY on people and attrition rate is conservatively kept at 10%! In 3rd year, you will be ~85 people- 12 people= ~73 people! This means nearly 50% of the company is new people (less than 1.5 year of experience). 

In absence of an entrenched employee listening system, we lose out on lots of crucial conversations, that could have easily fed action-items, that would have averted crisis and improved employee engagement!

Talking about Perceptyx--

Perceptyx - Employee Surveys, Consultation & People Analytics <-This is what Perceptyx does. 

Why they do this is here->They do this because they found this in their survey-

One Third of All Employees Are ‘Working Dead’ — Unhappy, Unmotivated, and Staying Put! 👀

Having said all that above, I am here to talk about Recruitment Marketing or Talent Marketing? Or Employer Branding and how does this help a firm hire the identified talent defeating other competing firms! I wrote an article on Branding yesterday after listening to some Branding Gurus from the best of branding, marketing firms! Check that article here- Reflections--the stoic way!: Does our brand affiliation, influence our personality or behavior? Yes, that's the whole purpose, right? Huh! (krantmrinal.blogspot.com)

Check pictures below- They are the platforms and services that Perceptyx offers. Qualtrics, Universum, Walker Information, Gallup Surveys, etc. do things similar to it! 

So, let's talk some obvious facts! 

Recruiters at best are tele sellers today. Yes, even at best of the fortune 500 firms! IT firms, especially the services one's are the worst! There, what they do in the name of recruiting is at par with poultry farming! Feed-fatten-harvest! This is poultry, not talent way! 

A tad better step would have been a marketer role, but they in the name of marketing, go to LinkedIn and share the job with a rabid post. No wonder, they get the same treatment! 99% junk and 1% you will not be able to start with, they are too good! 

You are paying your recruiter and recruitment managers too much in the name of a low input-low output chore! Even if you wish to hold on to mediocrity and keep breeding it, at least do RPO or automate the process! By being cast in the past, you may only be making the Working Dead community grow larger and harrowing! 

They are worth every single penny if they did the following: 

Check platform below called ASK/DIALOGUE, ETC- Yes, they are about the employees. 

Imagine, if recruiters were having a platform where they had opportunity to capture candidate ASK about career, i.e. meat/juice in the role, brand, flexibility-aka diversity, opportunities to learn, fail, grow, mobility, change track, do sponsored sabbatical for education or hobby, that she is looking at the work? If platform captured a dialogue with them when they are identified for interviewing, and then at each stage of their hiring and at stage where they take a decision to accept offer then join or not and same for company's decision to offer or not or offer a repurposed role, etc. Company's flexibility! 

Asking for 5-point feedback on their sense of feelings during the interview.

Similarly, when recruiters are building their farms! How are they growing their networks, both widening, elevating catchment? 

The last very important point is the candidate feedback that recruiter's capture and using them to improve interviewing process, that may include all aspects of assessments, interviewing, candidate experience, etc. 

If your recruiters are not doing the above steps, you can outsource recruiting remorseless for God's sake! Save your company! 

If your recruiters are not talking about DNA, EVPs and creating a genuine impact for the employer brand while scouting for talent in social space, they are mere low-end coordinators or admin assistants! 

Let's change the end-to-end recruitment definition! These processes can be automated with built-in feedback involving a collaborative hiring platform, where all hiring folks can collaborate on an open platform and pushing, asking, questioning, challenging, expediting or repurposing any decision! Let's democratize hiring and make it more transparent, fair and agile with high level of accountability by an ombudsman and a regulator, keeping hiring ethics and employer branding promises intact! 

So, tele callers, poultry farmers, admin assistants, recruiting is not that close to what you thought it was!

Recruiting is a strategy as closer to business success as any other key metric! 

Recruitment is done by the dumbest in most places, doesn't mean, it cannot be unshackled! 

Let's make hiring strategic! 

Hiring is for the smartest but in HR's social hierarchy, it is at the bottom, left for the marginalized! Want to do a reality check? Ask your HRBPs (method actors?), L&D folks (the sorcerers or high priestess?) and C&B (sorry, Total Rewards,, better still that Excel guy who knew V look up and macros) folks to move to recruiting and they will instantly feel 3-talaaqed! I hope you can bear with the humor!