Education costs money, but then so does ignorance. ―Claus Moser
CEOs are blind to the value hidden in plain sight in a department outside of sales and marketing. A department that is severely underutilized. That if optimized, can lead to increased revenue and reduced operating expenses. Which department is that, you ask? Talent Sourcing and Recruiting.
You guessed it — the first to be hired when a company needs to grow; the first to get fired when it’s time to “cut costs”; the most likely overlooked when allocating training funds, and the least likely to get promoted when things go well. It is the recruiter’s job to find, attract, engage, assess, and onboard available talent to an organization, but why are most people not aware, or do not recognize, this value?
Ask yourself who finds the best sales people for a company? Sourcers. What do the best sales people do? They grow revenue. Who is the first to touch these new hire prospects and sell them on your company? Recruiters. So...sourcers and recruiters are the first to brand the company? Yes. By training recruiters on how to source aren't we making a strategic investment in our future? Yes! If we invest in our recruiters and they hire better people, won't that make our brand more valuable? YES!
Let me guess, you never trained your recruiters? Think you’re doing fine? Then why are you spending money on fixing your employment brand? Maybe it is because your ill-equipped industrial age recruiting practices are hurting your brand? Your CEO knows it, that’s why they tell you that lack of great talent is what most robs them of their beauty sleep.
Hiring Talent is the leading challenge identified by CEO’s, Presidents, and Chairmen of the world’s 1000 largest corporations. ―2014 CEO Challenge
Still not convincing enough? Consider the economic impact talent sourcing and recruiting has on society at large. Want to increase your revenue? Lower recruitment costs? Hire qualified candidates? Cement or improve your reputation? Recruiters will approach a smaller, more concentrated population of candidates they’ve targeted for your company, eliminating unnecessary and lesser qualified leads, and going about it in a gentler, more humane way that won’t piss off candidates who are potential customers.
That is why sourcing is the way to fix what is broken at the heart of recruiting. It is how you can get at the best candidates, in the shortest time, with the highest return on investment, and the lowest damage to your brand, yet produce the quality results you demand. Why, then, does the talent-finding function suffer from such a lack of support from those at the top?
Recruiting departments get little support compared to sales and marketing. In contrast with recruiting, companies invest wildly in specialized roles such as sales intelligence, pre-sales, sales support, post-sales, account management, customer success, direct marketing, outside sales, inside sales, and telemarketing. They do this to compete and attract customers because CEO's regard sales and marketing as the fastest and best way to grow revenue and brand. There is no hesitation sending sales and marketing specialists through training. Few objections get in the way of purchasing sophisticated tools and support services for them. So why is it so difficult to understand that same concept applies to recruiting? Because on the surface, it appears very easy to find and hire new employees, yet study after study proves that recruiting is really difficult.
Intensifying the problem, employers refuse to consider that those with disabilities could be qualified to fill open positions on a long-term, permanent basis, doing away with the high turn-over rate. Many companies experience a hardship in filling some of these positions. Who better to serve as recruiters than those with the training and skills to source professionals based on their skill set alone. And what if a good part of those sourcers and recruiters are disabled?
WE Can Do It!
Working together, we can eliminate barriers to employment and replace them with viable, sustainable opportunities.
Sound difficult? It won’t be if everyone who reads this takes up the initiative to encourage their employers/organizations to assist The Sourcing Institute Foundation’s efforts of connecting talent sourcing and recruitment with disabled persons, veterans, and other groups.
Do you want to be a part of this compassionate, and highly intelligent mission? This mission is about education, and employing highly intelligent human beings that have been victims of oppression and discrimination because of a circumstance. This is also about positively affecting the size and strength of our economy.
LET’S COME TOGETHER to change the ill-effects of misconception and discrimination. Change can be made only by group effort.
Please leave us a note if we can count on your support!