There is a groundswell of conversation around how to make Talent Acquisition more effective in the corporate culture. Does it belong to HR? It always has. After all it’s all about human capital and people. That’s the status quo. Does that make it right for business today and into the future? Let’s look at what Talent Acquisition does—
- Identify and source for people who fit the culture of an organization and have the right skills to enable them to be successful and grow within that organization now and into the future. RESEARCH
- Sell those people on why they should join that organization. SALES and MARKETING
- Manage the process of interviewing and selection. ADMINISTRATIVE
- Manage relationships. This one falls into many categories but I put it into a SALES function of building trust.
The process of Talent Acquisition is all pre-employment. Once the candidate is on board, it’s all about Talent Management – HR. But before they are on board, it’s mostly about selling. In order to be successful a recruiter must be able to FIRST understand the requirements of their business partner and SECOND be able to HUNT for the candidate, SELL them and CLOSE them. This process of selling and closing requires a great ability to build relationships and build trust.
Are your recruiting partners (either external or internal) great sales people? By having Talent Acquisition part of HR are you as a company creating and fostering that great selling philosophy and style? HR is process driven. Laws, regulations and rules drive decision making.
I believe that there is an argument to be made that Talent Acquisition should be a stand alone organization. Peers to their business partners. Peers to the HR organization. Talent is one of the biggest challenges most CEOs face. Competing for it and retaining it. Innovation is required. It’s a war out there! If it is one of the biggest challenges to growth and survival, keeping it boxed into HR doesn’t make sense in today’s hyper competitive climate.