#HR #Recruitment #Modernization #ChangeManagement
Hey everyone! 🌟 So, I need some advice. My head of HR is super old-school and it’s making it tough for me to update our outdated recruitment practices. She’s been doing things the same way for years, but I truly believe there’s a better, more efficient approach. Here’s the rundown:
– Multiple candidate assessments
– Multiple in-person interviews
– Extensive reference checks
These methods are not only time-consuming, but they can also turn off potential candidates (and let’s be real, who actually enjoys taking personality assessments?). I’m trying to make changes, but it’s proving to be quite the challenge.
Any suggestions on how I can effectively communicate the benefits of modernizing our recruitment process? How can I get my head of HR on board with making some much-needed updates? I want to make positive changes for our team and for the candidates we interact with. Let’s brainstorm together! 🧠💡
I’m thinking of possibly:
– Presenting data and case studies that showcase the success of more streamlined recruitment methods
– Offering to pilot a new approach on a small scale to demonstrate its effectiveness
– Engaging in open and honest conversations about the benefits of modernizing our practices
What do you all think? Any other ideas or insights would be greatly appreciated! Let’s work together to create a more efficient and candidate-friendly recruitment process. 🚀 #Teamwork #Innovation #Progress
Pick the thing that you know inhibits reaching the common goal (to hire great people) and start changing her mind from there. You likely won’t win every battle. And keep in mind that this is all she’s known for 7 years…right? Your job is to help make the HR department succeed and over time she’ll come around.
PS: Disagree with personality tests being ineffective, but definitely depends on the tool being used. A large percentage of them are highly effective in determining behavior patterns.
That’s all it is its a marathon not a race. Data helps a lot. Until then try to consolidate steps as much as possible. Usually assessments are needed because hiring managers are indecisive or unskilled and recruiting so the more you show you are a trusted partner the more they will be willing to listen.
Sometimes it’s about convincing the leaders and hiring managers too vs convincing hr.