The success of your organization depends on the talent it hires. It stands to reason, then, that recruitment deserves an ample portion of company time and money. The key to gaining the resources necessary for developing successful hiring activities is getting buy-in from company management.
Executives need to be aware of the recruiting successes for HR to become the central business function it can be.
Demonstrating HR ROI
While HR focuses on people management, leadership needs to see that it has a positive impact on the bottom line. By presenting the ROI of your recruitment strategy to executives, you can make a stronger business case for receiving greater HR resources.
There are many ways that you can demonstrate the tangible and fiscal impacts of strong recruitment strategies at your organization. Here are some ways you can assign a value to your recruiting efforts.
Focus on the facts
Research cited in an article from ERE found that CFOs turn down 90% of all HR proposals, frequently finding that the proposals “are heavy on emotion but weak on data.” CEOs veto proposals that have a 25% or higher chance of failure.
These findings underline the importance of making a strong business case for your recruitment strategy. It can be tempting to speak in language that you believe resonates from an HR perspective, but the article reminds professionals that it’s important to remember your audience. CEOs, CFOs and other company executives want to know the hard numbers that demonstrate why recruitment is beneficial for your company; thus, you’ll need to bring the financial data to prove your case.
It’s imperative that you dig into the data to see how recent hires have contributed to the company’s bottom line, generated profit, improved productivity, filled a critical knowledge gap, generated leads, or kept a valuable client on board. These are all recruiting “wins” that are communicated in a way that highlights tangible business benefits.
Another point you may want to highlight is that both recruitment and turnover are costly to a company. It’s important to get recruitment right the first time rather than make poor hires who ultimately leave the organization because they weren’t the right fit.
Creating a people-focused culture
Communicating recruiting wins to company leadership may not always have the immediate desired effect. Be sure to remain patient and persistent. By regularly reviewing metrics with executives, you can put HR activities at the forefront of your company’s overall dialog.
By communicating recruitment wins often in both financial and anecdotal terms, you help build a people-focused culture at your organization. Recognize that the talented hires you bring on board are critical to your company’s success. Effectively selling the value of recruitment to company management is key to success at your organization.
What are you doing to keep business executives in the loop of recruiting wins at your organization? Has that had the effect you’ve hoped for? If not, remember to bring it around to ROI, highlight recent hires’ successes, and remain persistent.
Allie Kelly is the vice president of marketing at JazzHR (www.jazzhr.com), where they’re on a mission to make recruiting and hiring easy, effective, and scalable, no matter what growth looks like at your company. The Jazz Performer Platform doesn't just help your company grow, it can help your recruiting process develop, putting you on the path to hiring “Performers Only.”
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