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How to Create a Culture Where Recruiting Is Everyone’s Job

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Summary

This article discusses how to create a culture in which recruiting is everyone's job, not just the responsibility of recruiters. John Vlastelica, the CEO of Recruiting Toolbox, spoke at LinkedIn’s recent Talent Connect conference about how hiring managers need to partner with recruiters and be active participants during the recruitment journey. He explains that hiring managers can play key roles in the process, such as sourcing and engaging with candidates, and that they should receive regular feedback and be held accountable for their involvement. Ideas from the conference for fostering a culture of recruitment ownership include holding sourcing jams, asking hiring managers to help build the talent pool, and having managers solicit employee referrals instead of HR. Finally, John recommends rewarding good behavior to reinforce the message that recruiting is everyone's responsibility.

Q&As

What is the importance of having hiring managers actively involved in the recruitment process?
The importance of having hiring managers actively involved in the recruitment process is that it increases the chances of hiring quality employees from diverse backgrounds at a faster pace.

How can TA leaders create an organizational culture where recruiting is part of everyone's job?
TA leaders can create an organizational culture where recruiting is part of everyone's job by taking the lead in fostering a culture of recruitment ownership, providing regular feedback to ensure hiring managers are held accountable, and considering their involvement in hiring efforts during performance reviews.

What strategies can be used to turn hiring managers into talent champions?
Strategies that can be used to turn hiring managers into talent champions include holding sourcing jams, asking hiring managers to help build up the talent pool, having managers, not HR, solicit employee referrals, and having hiring managers schedule periodic coffee chats or informal meetings with potential future hires.

What are some ways that companies can reward hiring managers who partner well with recruiters?
Companies can reward hiring managers who partner well with recruiters by sending positive feedback to their bosses around performance review time, writing positive recommendations on LinkedIn for hiring managers who drove great recruiting results, and tracking hiring managers' level of engagement and rewarding them for good work.

How can recruiters give feedback to hiring managers?
Recruiters can give feedback to hiring managers by surveying recruiters about the hiring managers with whom they work and including 10 questions in the survey.

AI Comments

👍 This article provides useful advice on how to create a culture of recruitment ownership and how to get hiring managers more involved. The ideas provided in the article are great ways to make sure hiring managers are held accountable and to ensure quality employees are hired.

👎 This article does not provide any concrete steps to implement the ideas discussed in the article. It is also unclear how these ideas can be applied to businesses that are not startups.

AI Discussion

Me: It's about how to create a culture where recruiting is everyone's job, and the importance of hiring managers to be more involved in the recruitment process.

Friend: Interesting! What are the implications of this article?

Me: Well, it suggests that hiring managers should be more actively involved in the recruitment process in order to attract better candidates and to hire more quickly and effectively. It also suggests that TA leaders should foster a culture of recruitment ownership and that hiring managers should receive regular feedback to ensure they're held accountable. Additionally, it recommends holding "sourcing jams" or having hiring managers ask their teams for referrals to build up their talent pool, and rewarding good behavior. All of this will help create a culture of recruitment ownership and will make it easier for companies to attract and retain quality talent.

Action items

Create a culture of recruitment ownership by setting expectations for hiring managers and providing regular feedback.
Encourage hiring managers to hold sourcing jams and coffee chats with potential future hires.
Reward hiring managers who partner well with recruiters by sending positive feedback to their bosses or writing positive recommendations on LinkedIn.

Technical terms

Talent leadership: A term used to describe the role of a leader in the talent acquisition process.
Talent Connect: A conference hosted by LinkedIn that focuses on talent acquisition.
Talent champions: Hiring managers who are actively engaged in bringing candidates on board.
EVP: An acronym for Employee Value Proposition, which is a statement that outlines the benefits of working for a company.
Sourcing jams: Recruiting events where hiring managers source talent and share referrals.
Employee referral programs: Programs where workers are rewarded for successfully recruiting hires.
Hiring Manager Maturity Model: A model developed by Recruiting Toolbox that outlines the characteristics of great hiring managers.