The mindset of HR and Recruitment professionals need a major makeover.

This is getting really interesting People!!!

Please contribute some more!!!

Looking forward!!!! :)

Can't argue with you on that one. Mindset has to change. HR professionals all over the world are faced with this question. My organization has done a lot of research on this so I can go on and on, but I will try to compact my post as much as possible :)

The reality today is that the HR function (especially recruitment) is the least evolved function within the organization. Over the last two decades, the HR function has seen some positive changes, with the "HR Business Partner" concept. But, this change has not touched the recruitment function, so it is sadly falling behind. The only changes within recruitment that have taken place are technological changes - computers, internet, job boards, recruitment software and now social media. The method behind managing and monitoring the recruitment function and its processes have always remained the same, whereas other functions like sales, marketing, finance, operations have been evolving continuously. Someone working in recruitment 30 years ago will not find it difficult to work even today, the only thing that person will have to adapt to is technology, because nothing else has changed.

The main reason for this is that organizations obviously tend to invest more resources (funds, time, manpower, infrastructure etc.) for innovation and process improvements into areas that make a bigger impact to their core business. Only the few big organizations with a lot of resources at their disposal have the ability to continuously monitor, innovate and bring about process improvements in the recruitment function. The 100's of other organizations lack the ability to continuously monitor, scrutinize and innovate; the only time they concentrate on it is when a major failure occurs, rest of the time they are content with the way things are. This leads to stagnation of the recruitment function in majority of the organizations.

Two solutions:

1) Apart from the core recruitment work like interviewing and negotiating offers, move every other administrative non core work under the sales vertical. Reason: the HR culture, which is metric averse, is not equipped to efficiently manage non core issues like - how and where to source, how many to source, managing the "recruitment funnel". 

2) Move that non core work to specialized vendors, whose core business is to manage your non core work.

Sorry, but I won't get into specifics of each of the above solution in this forum, because then I will be writing pages after pages of boring content! Since this is an interesting topic we can surely discuss this one on one some time later.

Great debate!!

Regards,

Om Deshpande

Thank u Dipika for inviting me this debate.  Preset standards may become stereotype over a period of time.  This needs to be reviewed time to time.  Thinking out of box needs the support from the top management.  This attitude may fetch some negative results some times, if the management is not ready to accept this innovativeness, the person who dared to think so, will be victimised. 

It is very true that the Recruitment and Hiring industry has to think out of the preset box but, for this to happen the overall HRM team has also to support the idea in order to boost up this process rather than follow the same statutory policy.

Changing the mindset will help us with:

1. Multiple talents across the same vertical

2. Diverse thought processors and implementors

3. Minimal mis-utilization of available resources

4. Cross vertical/ multi-domain employee allocation

5. Lesser attrition and high job satisfaction

6. Innovative approaches

7. Better market penetration...............and lot more.

Thanx Jaya & Dipika !  for this debate.

The process of hiring needs to be worked out with lot of precision & needs to be tailored, altered finalized with the mandate owner from time to time.

We got to come out of the stereotype thinking. We often rely on the present position held by the employee, which actually need to be cross check for whether the same is hard earned by him or has been accredited by virtue of poor PMS system.

Hiring job is actually a very dynamic process & requires lot of analysis & interpersonal skills.

I completely agree with you, the HR professionals has to think out of the box. Which can make their profession more valuable and responsible.....