The obvious is coming – most people will be on the grid.
That means that the role of recruiting is going to change. Sourcing will be important, but it will continue to commoditze and gain ground in outsourcing, so the value to actual employers will decrease, which will mean that the role of the corporate recruiter will change (because it will be cheaper to outsource sourcing).
That does not mean that corporate recruiters will have to stop sourcing – so relax. It will mean they will have to start “scouting” more – see some of my other posts to understand what scouting is.
Needless to say, there are about 2100 working hours in a year, and the amount of time that your recruiter will have to source is going to decline. If you combine screening technologies and strong job descriptions / authentic brands, you will be able to control the flow of applicants predictably.
Do your leadership a favor – take some time and start logging your hours – do the exercise for two weeks:
Make a spreadsheet, list of piece of paper that has the following columns – sourcing, recruiting, staffing, scouting. At the end of each day, mark a dot for each hour your spend on one of the four categories, using the following parameters:
Sourcing – each hour you spend on the phone / net hunting for some to propose an open job to. If the activity results in actually having a conversation and pitching the job, don’t count it as sourcing, count that as recruiting.
Recruiting – each hour you spend screening or convincing someone to apply to a job or take an interview / screen with a hiring manager. Don’t count any hours where you are doing work post application for that candidate.
Staffing – this is any work that pertains to the job itself being open. Meetings with managers, offer negotiating, scheduling candidates, writing job specs, etc. Anything that you would normally do to satisfy the acquisition process. For our purposes, throw the intake meeting / initial meeting with your hiring manager in here.
Scouting – any work that you do regarding gathering intelligence, general networking, or cruising for future talent. If there is an open job, don’t count it here. If you know of an opening coming up, or always have a need and you don’t have a like job open, count that activity here.
Wait two weeks and see how you did. Then do it again. Have others do the same. Now start asking yourself and your team members and leaders if this is the work you want to focus on, and then ask if you are developing the right skills given the work you do. You might find it surprising.
Happy Friday and have a night weekend.