Agile recruitment part 3

Here in Norway, particularly within business and technology, the word agile is on “everyone’s” lips. We hear about agile software development, agile project management, agile product development, agile growth, agile culture and much more. But! We hear little about agile recruitment or agile talent acquisition.

So today we discuss another five agile principles in brief and how they can affect how you secure the best talent for your company.

Simplicity is key. Keep it simple, both in relation to process and what tools you use, for example using the most modern AI tools in screening processes. Constantly reflect, tune and adjust. The need can change over time and you may see that you require different skills from what you originally though. There is nothing that should stop you from making such changes to the profile. Actually, welcome change. You learn a lot from the start of the process and if you allow for changes, you should end up with a better result. Self-organizing teams. A recruitment team should not just consist of a hiring manager or just a HR / TA person. Both should work together and when using an external recruiter, all three should work closely together. And last, but not least, face-to-face is key. Updates, interviews, follow-ups etc. should always be carried out face-to-face, that being on video or “irl”

 And if you wondered, why is there no such thing as agile recruitment and agile talent acquisition?

 Our co-founder, Erik Falk Hansen, has stated that he believes that the recruitment / headhunting industry has invested a vast amount of time and money into complicated tools and processes, and the worry is that “agile” would tear all these tools and processes apart. In many ways, Erik believes, the recruitment industry is scared of significant change.

 Rede People, previously AvantGarde Search, leads the way in being the driver for more modern and agile recruitment processes, in an industry often slow, overly structured and overly priced. In this series of 3 posts, we will share how the 12 agile principals can be tailored into recruitment practises that give your company a competitive advantage when it comes to securing the best people for your business.

 So that was a very brief intro into the final five agile principles that could, and should, be used when it comes to securing the best talent, irrespective of your company handling the recruitment yourself or if you use external suppliers.