IT’S NOT YOUR FAULT.
(3 min read)
Whew…that last section was a little intense.
Tough love feedback from a coach. No strategy. No systems. No meetings with your team. And nowhere to turn for help? Running a reactive recruiting function is hard! So how do we get out of this mess?
How do we go from “reactive mode” into a more “predictive, systematic, forward-leaning way” of running our function?
Well, I’ll tell you how you don’t do it first.
It has to do with something I mentioned earlier. It’s the fact that most talent acquisition leaders love to share that they “fell into recruiting”.
What exactly does that mean? And why does it matter?
Well, have you ever noticed that you almost never hear someone say…
I fell into being an Orthopedic Surgeon.
Or I fell into being a Software Developer.
Or I fell into Acccounting.
Super rare, right?
Well, it’s because almost every other profession in the world requires two things…
Deliberate intent on becoming a professional in that field.
Advanced training to be considered a professional in that field.
But what about us?
What about talent acquisition leaders?
Apparently, we can just “fall into” our profession because it’s so easy!
And therein lies the problem.
There’s no formal training that exists to
become a Head of Talent Acquisition.
Sure, there are some good sourcer training courses out there. And some good recruiter boot camps you can take. Even some great books on employer branding.
But for the most part…heads of recruiting have to figure everything out on their own.
What normally happens is this…
Since most companies think anyone can run talent acquisition they put someone in place on a “development assignment”
Or…
A good recruiter works their way up the ranks and gets promoted (and they have to figure the leadership part out).
Sound familiar?
Either way you slice it, you just have to figure it out without any of the training needed to run a world-class talent acquisition function (let alone a mediocre one).
And because there’s no formal education or anyone with the knowledge or systems to teach us…we feel our way around in the dark piecing together webinars, conferences, and books along with advice from coaches, consultants, vendors, peer groups, and anyone else who wants to chime in.
But none of the information connects together in the form of a working system.
We learn tips and tricks, but no holistic, end-to-end way of running an effective recruiting function.
So we play “firefighter” trying to put out the flames as they come up but we never really make any progress. And that’s why we fall prey to technology vendors who make it sound like our biggest problems can be fixed by simply buying their magic system to get better applicants, faster, at a lower cost with less turnover.
It never quite works out that way.
Now, some leaders eventually figure everything out after a long career in the trenches.
But what if you don’t want to wait 20 years to know what they know?
What if you’re struggling today and need help now?
What if you want a single, clear perspective laid out for you? Something you can take and apply to your challenges immediately?
Well, guess what?
That’s what I’m about to share with you.
This year I’m taking a small cohort of ambitious talent acquisition leaders through this process over the course of six weeks. But since I can’t do this with everyone, on the next page, I’m going to give you a high-level overview of what the “framework” is and how it can help you transform the way you run your recruiting function NOW.
This isn’t about solving one pain point in your function. It’s about learning how to be a world class talent acquisition leader who is known as a great boss, a strategic advisor to the business and a confident, in-control functional expert.
I call this holistic system the "The RecOps Framework”.
If you want to see this magical system…continue on my friend!
Next Up — Part 6 of 6 — The RecOps Framework