Results from our January Recruiter Focus Group
David and I recently hosted a terrific focus group with recruiters throughout the nation in order to solicit input on specific areas that were important to their personal engagement within their recruitment organization. The dialogue was very dynamic! I could barely keep up documenting all of the responses that came in fast and furiously throughout the session.
We guided the discussion to gain insight into these primary areas:
- Does your organization conduct an Employee Engagement Survey?
- If so, when and how often?
- What are the three most important things impacting your personal engagement within your role?
- What three challenges prevent you from being successful in your role?
- Describe what you need to be most successful in your role, like Training & Education?
Approximately 60% of our attendees said that their organization conducts an Employee Engagement Survey. Most are conducted on an annual basis, with survey times varying throughout the year.
These are the Top 10 things that were most important for personal engagement within their organizations:
- Training & Education (The ability to pursue continuing education and training in their specific field of recruitment; attend conferences; attend classes in HR, finance and analytics; six sigma; SHRM; Dale Carnegie coursework, to name a few.)
- Autonomy to run the recruiting business (Work life balance; ability to work from home; flexible work schedule.)
- The right tools to do the job (Effective ATS system; CRM tool to build relationships with candidates for future positions; sourcing tools; Social Media contacts; technology; lean and efficient processes.)
- Management / Leadership support.
- A career path; growth opportunities both inside and outside of recruitment.
- Having a voice; a “seat at the table”.
- Fair compensation and benefits.
- Recognition and reward for a job well done.
- Value as a trusted advisor and strategic partner to hiring managers.
- Teamwork and being part of a fun, smart team.
The Top 5 list of challenges:
- Budget constraints within the recruiting organization.
- Candidate pay, compensation.
- Hiring Managers’ skill set expectations – a) Too narrow a focus on ideal skill sets that very few candidates will possess; b) Looking for a quick fill with lower skill set; c) Failure to recognize a candidate who has future potential.
- Hiring Managers’ lack of willingness to hire diverse candidates such as older workers and veterans.
- Lack of skilled candidates (like Clinicians in a hospital setting) to fill positions due to growth and mergers.
The Top 3 things needed to be successful:
- The right technology: a) Upgraded Applicant Tracking System; b) A Candidate Relationship Management technology; c) Employee Referral Program.
- Company, Industry specific training and education.
- Sourcing and Social Media training.
This was a fun analysis to perform. It helped us understand from the recruiter’s perspective what they think is important, and those items that will help them be more engaged in their roles!
The next step is for us to conduct a Recruitment Leaders ONLY focus group, to discuss Best Practices/Solutions with respect to what recruiters need and want to be successful, engaged, and motivated!
Of course we will provide those results once tabulated!