Earlier this month I was able to showcase Kurt Ronn’s BusinessWeek.com article “Rethinking Talent Acquisition” with my “Why recruiting is NOT an Art form” post. My blog and the article received great traffic and comments.

Lucky for me Kurt has more to say on this issue and follows his “Rethinking” article with “A Three-Point Plan for Scouting Talent”, an excellent article providing insight and steps to creating a world-class staffing process.

Here are some highlights -

“EEOC and OFCCP have recognized that technology, and specifically the Internet, have revolutionized recruitment. Recruiters can access millions of job seekers on electronic résumé databases and millions of job seekers can apply online via corporate career sites. Such electronic access broadens the candidate pool, but it can also be used by recruiters to narrow the pool, sometimes with negative or “disparate adverse impact.”

Fetal position, or better recruiting? Your choice.

“Rather than complain about recruitment constraints or disregard the new regulations, companies must find ways to work within the guidelines.”

more importantly…

“The result will be a more effective process, less discrimination, and better talent.”

Choose your third-party search firms wisely young Jedi.

“Systemic discrimination can happen at any stage, and even in third-party search firms.”

and…

“Recordkeeping is the employer’s responsibility and cannot be delegated to a third party.”

Kurt suggests centralization

“…centralization of recruitment resources and investment in recruitment technology to maximize the effectiveness of the workforce plan as well as improve the ability to measure the effectiveness of the organization.”

and standardization…

“Standardization improves execution: The process becomes scalable and enables the company to build better metrics, have a higher level of accountability, improve compliance, further mitigate risk, and, most important, leverage the brand.”

Better recruiting processes promotes heightened awareness…

“In most instances of discrimination, the hiring managers are unaware it’s occurring.”

which is why…

“…self-auditing the recruiting process by stages will raise awareness, and can be an effective tool for improvement.”

Now carrying process excellence on aisle 3…

“Better process and execution can actually strengthen the employment brand, diversify the talent pool, make everyone more accountable, and heighten a company’s competitive advantage.”

The impetus for these process changes were brought along by the need to identify systemic discrimination, which is being audited by the OFCCP.

Government standards driving better recruiting processes, is there really anything wrong with that?

Social Bookmarks