Don’t wait for your company to recognize the value that a savvy, action-oriented corporate recruiting department delivers. A combination of competing business issues – from sales to operations – will always gain priority, and many executives tend to have a narrow view of what a corporate recruiting department does. To communicate the value of the service you provide to your company, you need to become a vocal advocate … always demonstrating your impact.
Fundamental to your success will be in choosing what to communicate. Most of the services provided by corporate recruiters simply will not resonate with senior executives. Push the fact that you’ve managed the entire recruiting cycle when attracting key talent, and you’ll be met only by deaf ears. Show that you’ve snatched a major player from the competition, however, and you’ll more likely find a receptive audience.
For many of us, this is a new step. We’ve always sought to show our contributions, but we haven’t always chosen the right victories to promote. Below are five ways you can increase the visibility – and the relevance – of your corporate recruiting department.
Form really does win over function, sometimes. Many managers actually make “hiring decisions” based on how a resume looks. A motivated account executive, leading R&D thinker or savvy marketing professional could slip through your fingers because of the spacing, font or shape of the bullet points.