When we think about recruitment purely in terms of today’s needs, are we not missing the bigger picture?
As HR heads or CHROs, we need to step beyond the immediate and recognize that recruiters aren’t just filling vacancies—they’re shaping the future. And they shouldn’t see this as some preachy directive. It’s a simple truth: great recruiters are part fortune-teller, part architect.
- Hiring for today, but thinking ahead: Sure, we need to fill roles for the present, but let’s not forget—it’s the future we’re staffing for. What happens tomorrow or the day after matters too.
- Look beyond performance: A good fit for today’s role is great, but what about potential? We should be looking for people who might not be perfect for their next roles yet, but who show promise. Those early hints of competence can evolve into something much bigger.
- Recruiters as architects, not just builders: Recruitment isn’t about solving today’s vacancy. It’s about laying the foundation for the future. Think of recruiters not just as builders but as architects, designing the structure that will last.
- Foresight and adaptability are key: If a recruiter isn’t thinking ahead, isn’t optimistic about what’s coming, and isn’t constantly learning, how can they help build an organization that thrives? It’s not just about filling vacancy—it’s about vision.
- Credibility can make or break it: Trust matters. A recruiter’s credibility can open doors or close them. It’s something to nurture consciously, because it’s easy to lose and tough to regain. They are not only the effective but the most emphatic/impactful brand ambassador for the organization.
- Let recruiters see the full picture: Recruiters need a 360-degree view. Rotating them across Talent Management (TM) and Learning & Development (L&D) will give them insight into how their hires are performing and developing. That feedback loop is invaluable.
- Culture fit is just as important as skills: Don’t just focus on what people can do—think about how they fit into the company’s culture. The right cultural match leads to long-term success.
- Balancing the now and the future: Yes, the immediate need is always pressing, but every hire should align with where the organization is headed in the long run. Balance is everything.
- Stay connected with market trends: The job market moves fast. Recruiters need to be aware of the latest trends and the skills that will matter tomorrow. Staying ahead keeps the company competitive.
- Work with leadership, not in a silo: Recruiters should be in tune with leadership’s vision, anticipating future needs and changes. By staying ahead, they help the organization remain agile.
Branch Head at Mumbai & Maharashtra
2 个月Jai Ho
Optimizing logistics and transportation with a passion for excellence | Building Ecosystem for Logistics Industry | Analytics-driven Logistics
2 个月How do you balance the need for continuous learning and asserting HR's value to organizations?
??LinkedIn Top Voice I Global Director - People & Culture | XLRI
2 个月MANOJ K SINHA I completely relate to feeling like an intern in the world of HR entrepreneurship. Learning from experience is truly priceless
Human Resources Consultant at Manoj Sinha @HR EDGE
2 个月Very well defined and elaborated article sir... Every single inputs is of much relevance in what we are doing today... but somewhere I feel that recruiters still are dependant on the functional hiring managers in terms of the relevance of the candidates profiles... We as recruiters shortlist the profiles based on the requirements and we do thorough check on them and based on that we shortlist them and share with hiring managers...but whatever inputs are given by recruiters hardly makes a difference for the hiring managers and we get a profile shortlisted whom we keep on low priority... based on the same i bele=ieve, we start running for getting the positions closed...which in ideal situation should never be... more and more communication and clarity within the involved teams may help in coming out of this...