Past talent initiatives have generally not aimed at people, but at improving efficiency, managing work flows, and ensuring quality. Now, service, innovation, and relationships are seen as the enablers of increased profit as the spotlight moves away from manufacturing and production. HR has the opportunity to shine or be replaced by some other function as it is asked to ensure the availability of and quality of talent. Recruiters are central to that effort and many changes are underfoot.
Shift Your Thinking
Instead of thinking about your job as filling requisitions, or sourcing candidates, or screening people, think of it as providing talent guidance to management. Recruiters can help managers achieve their business goals by helping them determine what combination of skills and experience will make it easier for them to achieve their business goals.
You can push back on hiring managers who seem to be asking for talent that is not right for the direction the organization is headed. You will also need knowledge of the talent market and be able to speak intelligently about the availability of certain kinds of talent with numbers and facts.
Having the right frame of mind is the most important aspect of change. It will not be easy to begin thinking like a solutions provider rather than a “slot filler,” but as long as that is your goal and you periodically assess whether you are moving in the right direction, you will succeed.
