Commenting on the report Chain Reaction: Making recruitment supply chains work, Green told HR magazine managing the recruitment process in large organisations takes a lot of work.
“When you’ve got a model that takes in recruitment, HR and procurement professionals you need to make sure all parties are working together to align their goals,” he said. “HR needs to be confident and assertive in its conversations to make sure the candidate experience isn’t lost in large scale processes that focus on cost-reduction and shortening time to hire.”
The report, compiled by the REC, CIPD and the Chartered Institute of Procurement & Supply (CIPS), is based on a survey of 272 employers. Two-thirds of respondents said selecting the right candidate is the most important aspect of any recruitment process.
However, procurement professionals are more likely to see reducing cost of hire as a main consideration in the recruitment process; almost half (46%) indicated this among their top three concerns, compared to just 34% of recruitment/HR professionals.
Only 20% of those polled said that “ensuring the candidate has a high quality experience” is one of their top priorities.
CIPD chief executive Peter Cheese said that although short-term savings can often be achieved when selecting a resourcing model, “the legacy is much longer lasting”.
“Once a model is established, it’s important to maintain a strategic relationship across HR, procurement and recruiters to ensure that all parties share a common understanding of what a good candidate experience is and recognise that this is central to securing key talent,” he said.
