Talent Acquisition’s ROI: The “Risk of Inaction”

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Paul Gillin once said, “When you say ROI, do you mean return on investment or risk of inaction?” I work with many HR and Talent Acquisition leaders that spend far too little on their Talent Acquisition, and as the saying goes… “You can have speed, quality or low cost. Pick two”. When spending more money isn’t an option, either speed or quality will suffer, more often it’s both.

With today’s competitive recruitment landscape, we need to have the right people macedonia phone number resource process and technology in place to attract, engage, assess and hire efficiently. Yet how can we convince our CFOs to loosen the purse strings and invest in the hiring function? Let’s examine how we can build the business case.

I remember reading a study several years ago from Watson Wyatt that concluded what I thought was obvious. The study asserted that companies who possess a highly effective recruitment function have better overall financial performance.

Obvious, right?

Working with a myriad of organizations to help them address their talent attraction and acquisition strategies and their hiring processes, it became clear that what I thought to be obvious was getting lost in day-to-day activities and “process for the sake of process”. Most recruitment these days is still heavily rooted in decades-old processes and is steeped in a “Buyer’s mentality” – aka: “all the candidates are dying to work for us and will endure our slow and disrespectful process because we’re so awesome and there are a plethora of highly qualified candidates waiting to work for us.”