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Transactional Recruiting Behavior Is Trying To Achieve Enterprise-Level Outcomes

Recruiting hard-to-hire talent is the equivalent of an enterprise-level sale. So why aren’t in-house recruiters able to approach their work this way? I have some ideas why...

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Recruiting hard-to-hire talent is the equivalent of an enterprise-level sale.

Highly relational. Long sales cycles. A depth of skill + mindset required that a simple transaction doesn’t.

So why aren’t in-house recruiters able to approach their work this way?

Let's look under the hood:

  • Enterprise reps are investing heavily in building and nurturing relationships because they are incentivized to do so.
  • There are specialized roles within the sales org dedicated to specific aspects of the buyer journey.
  • Sales has the full power and backing of the marketing team who’s building awareness and warming up the market on their behalf.

In recruiting, transactional behavior is trying to achieve enterprise-level outcomes.

I have some ideas why:

  • Senior leaders with big egos think that the best talent automatically wants to work for their “fast-growing” company. Therefore, being transactional should be enough to get the job done.
  • Recruiting teams are often under-resourced skeleton crews trying to fill an overwhelming number of positions. There’s only time to be reactive.
  • Zero marketing efforts to warm up the market.
  • No incentive to build relationships.

I get it—big results are needed today.

Ironically, practicing long-term behavior is usually the quickest path to getting there.

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