It wouldn’t be too much of a stretch to suggest that recruitment is absolutely vital to any business success. Based on the success of several Silicon Valley firms — who have put recruitment at the forefront of their business strategies — hiring right will enhance any business success, while poor hiring choices can set your company back years.
A unique perspective
Typically, within the board, recruitment falls under the responsibility of the company’s Chief Financial Officer. Partly because the CFO is the chosen one as far as budgets go, but also because he or she plays an increasingly large role in developing and executing strategies. As a recruitment leader, you need your CFO to not only buy into your plans — you need an effective, professional relationship in order to have the best chance for your recruitment efforts and plans to succeed.
It doesn’t any more unique than to have the insight of, you guessed it… CFO’s.
When it comes to a CFO, you need unique insight in order to be able to work together to accomplish your recruitment goals. And it doesn’t any more unique than to have the insight of, you guessed it… CFO’s. The Recruitment Leaders Network (RLN) did just that. They interviewed 8 CFO’s and one CEO of leading Dutch and European organisations from the public and private sector, in order to find out what is on their minds as their companies move into the new year.
Quality over quantity
Whether it’s the importance of generating skills profiles — or whether you need to bother the CFO with operational detail, the paper provides a unique perspective into the lives of CFO’s. “More and more, high end skills determine success”, the paper states. “Quality is more important than quantity. It’s recruitment’s and the recruitment leader’s job to be forward looking and ensure a balanced mix of skills.”
‘You can’t manage what you don’t measure’
Another main topic is the need for data and measuring in recruitment — with a really interesting quote coming from Enza Zaden’s CFO Joost Gietelink. “Right now we don’t have enough insight on how long it takes to hire new people. As CFO I struggle with the reality that we are not yet at the point where we have insight into what we can really gain from it and where we can improve.” In short: successful recruitment will always be a numbers game, wherein data plays a huge role.
Opinions should never be based on something someone heard in the coffee corner, but on multiple data points put into the right context.
Similarly, Ruben Baldew, CFO of Accell, sees a real added value in data in all aspects of recruitment. “Opinions should never be based on something someone heard in the coffee corner, but on multiple data points put into the right context. Having objective information grounded in facts is important to me.” That notion is backed by Ritchy Drost, CFO of VodafoneZiggo. “The important thing is that the recruitment leader is able to be convincing”, he says. “You get further ahead when you do the right things, instead of doing the wrong things very well.”
Culture is key
While culture may not be the first thing to come to mind when speaking of recruitment, the paper delves into several reasons why recruitment should internalise the company culture. “Recruitment has to be very aware of the positions they put people in”, Peter Schollmann, CEO of Securitas says. “If people leave us, we evaluate why there was a mismatch. Sometimes this will be caused by the culture. So for us — you need to have recruitment within the organisation and not outsource it.”
A must read for recruitment leaders
This is just a small excerpt of what are, in total, seven guidelines for recruitment leaders. Download the exclusive white paper ‘How to convince your CFO’ by subscribing to the ToTalent newsletter here.