#TalentAttraction #Tuesday WANTED: TOP PERFORMING PEOPLE – NEEDED: AN IMPROVED RECRUITING PROCESS

By RecruiterGuy | December 14, 2021

Who feels the pain from the lack of top performers? Operations. Who complains when the wrong candidates are introduced? Operations. Who is responsible for Talent Attraction? Human Resources.

Talent Attraction mirrors the SALES PROCESS Perfectly. Every step of the Talent Attraction has a direct correlation to the Sales Process.

Let us try this line of questioning again. If the Talent Attraction Process mirrors the Sales Process perfectly, how many Sales Professionals are in the Human Resource Department? One? How many Sales Managers are in the Human Resource Department? In small to medium sized companies – NONE.

Where are the Professional Sales Managers? In Operations, plain and simple.

SHRM Told Me That Talent Acquisition Is An Administrative Function

When you begin to examine the responsibilities of the Human Resource Department, are they not Compliance and Administrative? Examine the functions of Human Resources – Employee Relations, Behavioral Competencies, Benefits, Compensation, Diversity & Inclusion, Labor Relations, HR Technology, Training & Development. Talent Acquisition even sounds like an administrative function. When I called Member Support in the Spring of 2020, they told me that every resource is Administrative. We heard from the largest Human Resource Association.

Companies Reorganize Everyday

If your organization is serious about improving your Talent Attraction Process, are you open to reorganizing Talent Attraction (Recruiting) into Operations? How many times have you heard, “Doing the same thing over and over, and expecting different results is insanity.” (Attributed to Albert Einstein) Is this the normal solution in your organization? I doubt it.

Operations embrace Sales. Until someone sells something to someone else, there is no business. The Human Resource process of requiring professional candidates to complete an application before a meaningful conversation, drives Top Performing Talent away from your company in droves. I know. I also Coach professionals in their Career Search when I am not on a Recruiting Contract. I am known as “The Candidate Whisperer.” They tell me that when they see they are required to complete an application before submitting an application, they know those 20 to 30 minutes are wasted because no one will call.

Why will no one call? Your Application Tracking System uses “Artificial Intelligence” algorithms to screen out the best candidates. WHAT? Well not exactly. Go on Indeed and read some job descriptions in your field. The majority are poorly written. Now a candidate tries to mirror the language of the job description in their resume. Unfortunately, the “Artificial Intelligence” cannot differentiate between “plans” and “planned” – and the candidate is dinged. If the job description states “High School Diploma” and the candidate is a graduate of Harvard University, will they add “High School Diploma” to their resume? No. This is the reason that I refer to “artificial intelligence” as ARTIFICIAL “artificial intelligence”. The HR Administrator will only look at resumes that are an 85% match or better. Their mentality is to screen candidates OUT, not IN.

Remember, Recruiting, Talent Attraction, Talent Acquisition – whatever name you attach to the process, it still mirrors the Sales Process.

If you do not believe me, apply to a position under a pen name and experience the candidate experience in your company.

Now, if your organization is top of the game in Recruiting, and a few are, just practice continuous process improvement as you do in Operations.

Recruiting is Not Magic. It is Focused, Hard Work.

Talent Attraction is Better than Talent Acquisition!

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

My Talent Attraction speeches benefit your Association Membership and your Organizations. Please consider – If my Speech saves your members only ONE Recruitment fee, it has paid for itself.

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Why am I known as The Candidate Whisperer? See below –

Learn how I coach my Career Transition Clients in my second book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

Coming in January 2022! Expect Success! The Science Of The Over 50 Career Search. This book is a game-changer for every professional searching for a new Career. Want to learn how to leverage your current position to a higher paying Career Position where you Love to Work? I will announce my third book’s availability as soon as Dorrance Publishing gives me the date!

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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