Many recruiters are still sadly lacking deeper understanding of how their organizations are functioning, deeper collaboration skills and the ability to influence passive job seekers. A recruiter with these shortcomings can hardly convince a hiring manager to make a right talent decision for the company.
3. Insufficient support for recruiters
You cannot change your recruiters' work without proper support. The scope of their work will be different. In addition, they will need advanced technology, expert resources and excellent coordinators so they can handle the volume of work of a talent advisor. If you are not prepared to provide this, you are not prepared for talent advisors.
4. Unclear definition of the role of HR
The role of talent advisors (recruiters) often overlap with HR business partners. Conflicts arrise about who is responsible for the quality of recruitment and employee engagement. If you want to promote your recruiters to the role of talent advisors, clearly define this role in relation to other roles in HR.
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Article source Designs on Talent - HR Development Blog - award-winning Human Resources blog