Here at the In-house Recruitment Network, we are extremely familiar with events built around recruiting staff for roles within particular fields and industries, but what about recruiting the talent for the teams responsible for recruitment? We recently assembled an intimate group of in-house recruitment managers, all of whom are accountable for the management and growth of in-house recruitment teams, to discuss the challenges and undeniably, the successes experienced when recruiting for their own teams.
The fabulous Vanessa Corsie of EDF Energy, led the morning’s events with her engaging presentation on how she has constructed, developed and operates her award-winning recruitment team (Vanessa’s team were winners of the In-house Recruitment Award’s Recruitment Team of The Year 2014). Vanessa heads up the Recruitment Delivery team for one of the UK’s largest energy companies, so it’s fair to say she’s exceedingly well-versed when it comes to the fundamentals of hiring a recruitment team.
Click on the image below to view Vanessa’s presentation in full:
- Team make-up; from agency to in-house
- Senior management buy-in & sign off
- Internal mobility
- Lack of knowledge surrounding the importance of LinkedIn at senior management level
- Credibility and perception of the recruitment function
- Lack of foresight & strategic workforce planning for recruitment function
This breakfast had one of the best responses we have witnessed in terms of questions asked and topics raised, so we have compiled the main points for you to take away and hopefully implement.
Be honest and upfront with candidates at interview stage
A great deal of in-house recruiters transfer from agency-side. The promise of “ready-made” vacancies and zero sales calls is initially attractive. It is important to appreciate their background whilst ensuring they fully comprehend what their prospective new role would entail. Many agency-side recruiters moving to in-house take a fairly significant pay cut, but many are unaware that this may be the case. The reliance on commission may not exist in your organisation and you need to be upfront about this from the start. Get into the bones of your candidates and figure out what really motivates them. Sell the very real benefits of joining your team.
Integrate the recruitment function within the business
Why isn’t recruitment perceived as a professional function in most businesses? It is actually the most vital function. Unfortunately it seems that for many in-house recruiters, your role is of high importance but placed low in value. The solution to this is about building relationships and growing your presence. You have to be persistent, but once you’ve got strong cross-functional links in place, it makes your job a thousand times easier. Organising meetings/events between recruitment teams and internal business units will encourage colleagues to gain a better understanding of each other and in turn award you with a more satisfied team of recruiters. It is your job to change the perception of recruitment in your business. No one else will!
Build staff confidence
Adapting your training to help your recruiters conduct themselves with confidence is crucial in order to get the best out them. A good on-boarding scheme will help recruiters find their feet quicker and feel more self-sufficient. If you are hiring recruiters agency-side recruiters, they will certainly have the fundamentals of what you’re looking for, but they might need development in order to understand and “work” their new environment. Training should be focused but not limited to building cross-functional relationships, identifying business constraints and understanding the core values.
Create a new culture for the In-house environment
You should be respected as any other professional function within the business. Grow your function so that everyone knows about it, and give other members of staff a chance to feel involved.
- Educate the business on the importance of LinkedIn. You need to build an employer brand and this is the best way to do it. Candidates WILL look you up online, so make it consistent and strong.
- Build brand awareness via various social media channels.
- Employee referral schemes.
- If you haven’t got a company page on LinkedIn, get one!
Every employee that leaves your business leaves as an ambassador! You want them to be spreading a positive message about their experience, otherwise you will find it inherently difficult to not only build your IH team, but to recruit full stop! The best way to do this is to keep engaged with them. Social media gives you a fantastic opportunity to stay in touch with previous employees and many may find that they end up returning to your business (a very quick hire right there!). Don’t turn your nose up at staff returning after they have left. More than likely, they will have picked up a bucket load of new skills and will genuinely be more committed!
Understand the different recruiter skill-sets
You will get some recruiters who are talented at sourcing and happy to just source candidates. Equally you will get recruiters who love building relationships and liaising with senior stakeholders on a daily basis. It is important for the makeup of your team, to construct it around each recruiters various strengths and weaknesses. This should make for a more harmonious operation. Build your team strategically to accommodate for all recruiter types and you’re onto a winner.
Keep your recruiters happy
A few things that can help you maintain your recruitment team:
- Autonomy; recruiters are used to having their own responsibilities and running their own desks. Nurture this, don’t remove it.
- Progression opportunities; carve a clear path and make it visible!
- Flexibility; everyone appreciates flexibility where possible, so make it work for you and your team. Whether that be flexible hours, working from home or even the chance to get involved in other projects – harness it.
We hope you identified with some of these points and hopefully you gained some ideas to takeaway and recruit into your hiring and on-boarding strategies.
We would like to extend a special thank you to, BRS Global, for partnering with us in this event:
What do you think are the most important components of a successful in-house recruitment team?