I recently left the recruitment space for a stint back in B2B marketing and what I walked away with was a renewed look of how we should be thinking about recruitment and the way non-recruiters should view their role.
The philosophy of the team I recently left was simple – if you’re not in sales, then you’re in sales support. I feel this concept holds true in the recruiting space as well – if you’re not a recruiter, then you’re in recruitment support.
Sales enablement is defined by Hubspot as the technology, processes, and content that empower sales teams to sell efficiently at a higher velocity, and this simple definition can easily be rewritten to read: Recruitment Enablement is the technology, processes, and content that empower recruitment teams to recruit efficiently at a higher velocity.
Let that sink in, then think about it in terms of your TA shop…
- Talent Acquisition Operations staff implement technology and define/measure processes, enabling recruiters to recruit efficiently at a higher velocity.
- Recruitment Coordinators process background checks and schedule interviews, enabling recruiters to recruit efficiently at a higher velocity.
- Recruitment Marketing and Employment Branding staff generate content and optimized experiences, enabling recruiters to recruit efficiently at a higher velocity.
You get the point.
Recruitment is often paralleled to sales and marketing, largely around the concept of recruiters selling the opportunity, recruitment marketing and employment branding promoting a brand through talent channels, media, and branded experiences, with technology at the foundation of all activity.
While I think it’s fascinating and fun to be a part of the emerging recruitment landscape and the career opportunities it presents, I think it is critical that non-recruiter practitioners acknowledge the core of their roles, which is to enable their recruitment teams and the collective TA organization to be successful.
How are you enabling your recruitment team today?