In the midst of battle mercenaries can make a big difference
A big term used by employers is 'Direct Resourcing' but what does it mean and what does it really mean. As it becomes more difficult to attract great people, the ability to go out and find them is ever more critical.
But do employers have the capability to go out and hunt or should they employ hunters to do the hard work for them?
I see there being two key issues that employers need to consider.
Reactive recruitment in response to advertising
Depending on brand, larger well known employers will get a reasonable or better flow of applicants in response to advertising. HR should have the ability and people to be able to sort the good from bad and process them through to hire. Of course the advertising needs to be in the right place and of decent quality, with well written adverts etc but assuming they can get this bit right, the skill set of processing these people is not too difficult to master.
Proactive recruitment
Advertising alone will not get all of the required applicants/hires and in some cases, will not get any hires at all. This is where specialist skills are required and would rarely be possessed internally. Not because HR are not capable, but it is a specialist skill set. The SAS/SBS go into the battle zone in small, elite groups to pinpoint strategic areas to attack. They then call in the 'big guns' be they air strikes, tanks, infantry or whatever they suggest to take out key enemy positions.
Highly skilled external recruiters should be a strategic element of the recruitment strategy and it is the role of HR to understand where they need these specialist people and how to find them; rather than expect to be able to work to the same high level. This is no different to having your SEO/SEM handled by specialists. The relevant activities lay the foundations to ensure the right kind and volume of applications can easily enter the process.
Direct Resourcing Strategy
So, when thinking about your direct resourcing strategy you need to recognise:
- What skills you really have
- Where advertising will actually work
- When and where you call in the SAS!
HR don't need to do it all and shouldn't try to be everything to everyone. They can add significant value by getting e.g. 50% direct, 50% indirect. The business will thank them for filling vacancies with high quality people, quickly. They won't than them for taking too long just to do more themselves.
As ever, horses for courses!
