Should Recruiters Be Planning Succession?
I was on a client call last week when they asked, “…what should we do with all of our recruiters now that we are scaling back our hiring in 2009?”
The answer to that question is very easy—succession planning! At most organizations, succession planning still lacks broader knowledge, context and objectivity. It typically overlooks an individuals past jobs, experience, skills and ignores any organizational structure and talent pool that truly makes sense beyond a single individual’s performance and potential.
In a recent Knowledge Infusion report, The Recruiting Imperative of Integrated Talent Management, (sorry…premium membership required), Elaine Orler noted…
“…many of today’s corporate recruiters divide the time primarily focused on “hunting” for external talent, or managing the external hiring activities. A case can –and should– be made to expand your way of thinking about the role recruiters play in managing your organization’s valuable current internal talent. By doing so, you’ll realize the existence of areas of synergies and untapped transferable knowledge across your organization.”
Recruiters have valuable insight into the talent management process but, more often than not, that insight is lost once the candidate becomes an employee. What are your recruiters doing to add value in the talent management long tail?
Technorati Tags: Knowledge Infusion, recruiting, talent acquisition, Elaine Orler, succession planning
4 Comments Add your own
1. Lisa | January 13th, 2009 at 12:05 pm
The reality is that a lot of internal recruiters are likely to lose their jobs in the coming quarter (Preparing to duck from the shoes and other projectiles that may get tossed my way) but especially in a down econ0my, companies are wise to look to outsource recruiting.
Outsourcing takes you to a variable rather than fixed cost model paying more or less for only what you hire and right now this is a pretty small number for most employers.
Although it is a great idea to put these resources to good use doing other talent-related activities, by and large good recruiters are hunters and perhaps not well suited for bench work.
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4. Adv. Pragmaticoutsourcing | April 19th, 2009 at 12:30 am
Hiring the right talent at best rate is as difficult as to take the maximum output. I think recruiters should pay more time to find out the best talent working on freelance basis. To know more about such policies, one may visit pragmaticoutsourcing.com also.
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