Photo by Benjamin Child on Unsplash
Here’s something that the HR profession is perhaps guilty of not saying often enough: that the role of the recruiter involves much (much) more than simply hiring.
Because recruitment isn’t just about meeting diversity and equity targets. It’s about creating an environment where everyone feels included and contributes to sustainable competitive value.
Recruiter are a businesses’ strategic partner – tasked with building a more resilient workforce; and one that is diverse, inclusive and reflects the values of the organization.
However, many business leaders fail to recognize the impact recruiters can have on commercial success and their bottom line.
In an era of efficiency, when talent acquisition teams are racing against the clock to source and hire candidates, business leaders jeopardize retention and long-term growth by prioritizing efficiency over diversity, equity, inclusion and belonging (DEIB) and the candidate experience.
It’s my view therefore, that to remain competitive, and to align with the changing DEIB landscape, business leaders must recognize and reframe the integral role recruiters play.
The question is though – is recognition happening fast enough in your organization?
As most people will recognize, DEIB programs and efforts took center stage in 2020, with the #MeToo movement and, of course, the big societal shift in the aftermath of the killing of George Floyd.
However, recent economic uncertainty and budget constraints now have many business leaders pushing for increased efficiency instead, relegating investments in DEIB programs and initiatives to the back burner:
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