• Lee

New HR job? Congratulations! Here are 5 perfect ways to screw up your review of recruitment.


Recruitment is tough. Hardly rocket science. But made all the more difficult because it involves people making life changing decisions.

So when you’ve landed a new role heading up a HR function and reviewing recruitment is one of your key priorities, it’s kind of important to get off on the right foot.

And that means not screwing it up right at the start by doing any of these:

#1 Not having some kind of idea of what good looks like

If you’re going to spend time and resource reviewing what works and what doesn’t, then at least have some idea of what good looks like. Otherwise it’s like the blind leading the blind. What might be considered poor to your internal customers, could actually be high performing when compared to the industry average.

By all means conduct a review, but have an idea of what you are aspiring to. When the review is complete, at the very least you’ll know how far you need to travel.

#2 Delegating it to the intern

People love a project and being developed. But seriously! Delegating a review of the way you recruit, the way you hire the people who you expect to bring a positive contribution towards the success and growth of your company, the people you crave to advocate on your behalf - that’s the responsibility of the intern?

If what you actually want is a Preferred Supplier List then do the above.

#3 Hiring a HR Generalist to do this

HR folk are exceptional at lots of stuff. But lets face it. Recruitment continues to move at speed and in my opinion is increasingly becoming more akin to Sales and Marketing than it is aligned to Human Resources. The UK recruitment industry alone is worth £35.1 billion. Part of this has to be down to the failure of businesses and HR teams to crack recruitment.

Use the HR Generalist for the work we would have no idea how to approach. Leave the recruitment and talent acquisition stuff for those of us who have invested a whole career in this space. After all, we should know what good looks like, right?

#4 Not digging deep enough to engage senior stakeholders

Transforming recruitment from administrative to strategic, reactive to proactive will need senior buy-in. You know that already. But your review of recruitment is going to throw up all kinds of things that need to be solved. And do you know what; some of this will involve spending money.

Fully engaging your senior stakeholders is crucial. You need to understand their every pain point and the impact this has in their area. What’s going to stop them from delivering their plan? Understand this and you’ll stand a chance of actually getting some budget to improve things - otherwise why bother with a review.

#5 Only asking candidates who got the job

Candidate surveys are great, especially when you’re asking for the opinion of those who have had the most positive outcome. But how about the 99% of others who didn’t get an offer? Perhaps their opinion matters most?

Survey your applicants - or at least invite all of them to give feedback. It will definitely take more work, but you’ll learn more in the long-run.


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