Do your recruiters know the talent management processes and priorities in your organization? HR Development Blog summed up what in particular they should know in this context.
1. Which positions are crucial to your company's business success
Every recruiter should know the positions that, if vacant, would mean lost money for the company. They should identify priorities for sourcing and managing passive candidates accordingly.
2. For which positions there are internal candidates to fill
Without knowing the positions the company has internal candidates prepared for - albeit informally - recruiters cannot correctly decide whether to seek candidates inside or outside the company.
3. Who is a "talent" for your company
Recruiters should be aware of profiles of people considered the best and most powerful by the company's managers. If they do not know them, they can hardly find them.
4. What new initiatives in talent management your company prepares
Recruiters should know about the new development programs in their company, the results of performance evaluations and other initiatives in the area of talent management. They should know why these initiatives are taking place and how they can include them in talent acquisition.
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