The three Ps are at the center of everything recruiters do, making their whole process go. In the face of ever-changing conditions, you need a thorough and up-to-date understanding of where each P stands at all times:
People: Think through everyone who touches recruiting. You’ve got the usual cast of characters such as sourcers, recruiters and hiring managers. But talent acquisition doesn’t necessarily stop on a new hire’s first day. There are whole teams, verticals and value chains impacted by a single hire — from onboarding and beyond. Recognize which people to include and why, and you’ll boost your organization’s capacity for greatness.
Process: You might be thinking, “If it ain’t broke, don’t fix it.” But that’s the thing: No one does everything perfectly, and even if something works, there’s always room for improvement.
It’s up to you to figure out exactly what that looks like. It could be as simple as reworking your intake form for meetings with hiring managers or changing the way you interview to cut costs and reduce time-to-fill.
Product: Without the right tech stack, the other Ps will suffer, and no one wants to see that happen. To determine whether your process works, run through all the technology you use for everything from sourcing to assessing to onboarding and note whether you’re using it to the best of its ability. You wouldn’t believe how many functionalities go overlooked after an initial implementation. Do your updates, talk to your vendors and double-check that everything is working in harmony.
Now for the critical part: For each of the three Ps, evaluate, audit and change continuously. How often and how frequently is up to you, but if you’re not in the process of making things better, you’re static — while talent is constantly moving.
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