Procurement and HR professionals need to “take a more rounded approach” to recruitment to deliver the best candidate experience and manage costs, according to a survey.
A report called Chain Reaction found an “over-emphasis on cost and time to hire risks over-commodification of the supply chain” and a poor experience for candidates, which has implications for retention and employer reputation.
The report, by the Recruitment & Employment Confederation (REC), the Chartered Institute of Procurement and Supply (CIPS) and the Chartered Institute of Personnel and Development (CIPD), found buyers and HR professionals differed on priorities.
Some 46 per cent of buyers chose “reduce costs of recruitment” as one of their top three considerations, as opposed to 34 per cent of recruitment executives, and 44 per cent selected “reduce time to hire”, against 32 per cent of HR professionals.
Meanwhile, 44 per cent of people in recruitment prioritised retaining staff, compared to 32 per cent of buyers.
David Noble, global CEO, CIPS, said: "There were some great takeaways from this survey, not least that strategic partnerships with suppliers are likely to support good planning and innovative approaches to managing resources. Good, all-round procurement skills, including tangible measurements combined with softer skills, is something we advocate along with high ethical awareness.”
Kevin Green, REC chief executive, said: “An over-emphasis on cost and time to hire risks over-commodification of the supply chain. This can often lead to unintended consequences, such as the candidate’s experience of the recruitment process being poor.
“In the end, getting that right will improve outcomes like finding and retaining the right staff and employer reputation.”
Peter Cheese, CIPD chief executive, said: “Selecting a recruitment model is often determined by the need to establish cost savings, but while these can be fairly quickly achieved, the legacy of a resourcing model is much longer lasting.”
The survey found a preferred supplier list was the most popular recruitment model, cited by 48 per cent of respondents, followed by outsourcing the process (38 per cent) and a master vendor model (26 per cent). Some 22 per cent of people did not use a model and a vendor neutral option was the least popular (18 per cent).