Job Mobz’s Post

I’ve had the same thought before. My opinion: Every org needs a Recruiting Director that works with HR and Operations (in a corporate setting). They could be more in tune with budgeting, projected resources, and utilization. They would be able to ensure time alotted and actual team goals align. They could coach recruiting on relationships and strategy. Right now recruiting is doing some serious lifting that gets over looked and the times need to catch up. All full desk recruiters are basically manager level if you compare roles and responsibilities. When recruiting is aligned under HR, recruiters will never make the pay they could capture elsewhere. It makes corporate recruiting less attractive to seasoned recruiters but that’s also a problem. HR and Recruiting are collaborating Departments but shouldn’t be aligned. Not to mention the burden this places on HR, who has their own unique struggles. I’ve been in sales, I’ve been in recruiting. Imagine sales being aligned under the customer service manager. It would never make sense and would cap the sales people’s pay considerably.

I’d love to see an enterprise tech company A/B test an existing eng recruiting group in HE against one reporting to Ops Same hiring plan, same level roles, and see the outcome. I know where my bets lie. No not a perfectly controlled but it’s something. In coming years we’re going to see more CPOs from the Talent track as recruiters are leapfrogging their HRBP counterparts in impact.

Put Recruiting Inside Sales or Marketing... ???

Recruiting is a revenue enablement function, its critical to the future success of a company. One of the reasons its a challenge for CEO’s is its one of the functions cut first, its under invested in from a tech and budget perspective, and the lack of a hiring first culture. Fixing it takes a different perspective on the fuction and to your point align recruiting.

Are you proposing putting recruiting inside of sales or customer service?

Recruitment is a completely different business unit and as such should be treated that way. Mistakenly (or intentionally) a lot of companies bundle the two together. If you ask any recruiter, their job is incredibly demanding. It’s a job entirely of itself.

Your not wrong. Why A solid HRBP who is properly supported and aligned is a critically important role… esp when working hand in hand w TA.

I like this

I appreciate your perspective on recruitment. I strongly believe that having someone from the department conduct the initial screening of applicants would significantly improve the hiring process. Those working within the department have a deeper understanding of the specific skills, personalities, and cultural fit needed for the department/org. This approach would allow hiring managers to focus on candidates who are truly aligned with the department's needs. By integrating this personalized screening into the process, we could streamline hiring, save valuable time for managers, and ultimately make better-informed hiring decisions. Just a different prospective. 🙂

It's amazing to me that that many CEOs think recruiting is a major challenge when recruiting teams are chronically underpowered in their tools, the first to be laid off, and are often ignored with regards to the interview process which is sort of what we specialize in. I'd love to see that same group of CEO's that say recruiting is the biggest challenge answer a few questions such as: When is the last time you laid off TA before paying the top 5% of earners at the company less? When is the last time you upgrades your ATS? And as an add on, who demoed that tool? It probably wasn't that many recruiters. Who are you top 5 IC recruiters? (Bet they can name some of their top sales reps though) All that to say there is a very big difference between executives saying "this is important" and actually putting even the smallest amount of effort into making it important.