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Modern Recruitment Strategies for HR Leadership
Recruitment has long been considered an extension of human resources, but according to Michael Potvin, CEO of Scorch Talent, it should be treated as a sales function. With extensive experience across industry giants like Siemens, GM, and Deloitte, Potvin brings a unique perspective to modernizing recruitment.
He argues that companies need to align recruitment more effectively with HR while rethinking incentives, technology use, and process efficiency to attract top talent using modern recruitment strategies.
Recruitment as a Sales Function: Aligning Incentives for Success
Traditional HR models treat recruiters as administrative professionals rather than strategic partners. Potvin challenges this mindset, emphasizing the importance of incentivizing recruiters like salespeople.
“Recruiters are salespeople,” Michael asserts. “If you don’t understand what goes on in their day-to-day, you miss the fact that they need marketing support, structured incentives, and streamlined processes. Too often, CHROs overlook their recruiters’ needs, which leads to inefficiencies and misalignment.”
Organizations should implement modern recruitment strategies to create a high-performance recruitment function, including structured compensation plans that reward successful placements and retention, much like a sales team. Michael suggests organizations also rethink job descriptions, ensuring they reflect the actual needs of a position rather than an exhaustive list of unrealistic expectations.
Modern Recruitment Strategies for an Evolving Hiring Process
Many companies still rely on outdated hiring practices that no longer align with today’s job market. Potvin highlights the need for organizations to adapt by reducing inefficiencies and embracing modern recruitment strategies.
“We’re still trying to do what worked in 2003 in 2023 and beyond,” he explains. “Companies say they can’t find talent, but the problem is usually a broken recruitment process, not a talent shortage.”
Michael recommends reducing the number of interview steps, limiting the number of decision-makers involved, and eliminating unnecessary assessments that slow down hiring. He also stresses the importance of a proactive talent pipeline instead of reactive hiring.
Removing Unconscious Bias in Hiring
Bias in hiring, whether conscious or unconscious, remains a significant barrier to a truly diverse workforce. Potvin believes that HR leaders need to take proactive steps to eliminate these biases at every stage of the recruitment process.
“Recruiters need to challenge hiring managers who present ‘wish lists’ for candidates rather than focusing on the core competencies needed for the job,” he says. “Too often, we allow ageism, gender bias, or other preconceived notions to dictate hiring decisions.”
Potvin encourages structured interview processes with standardized evaluation criteria to ensure fair assessments. He also highlights the importance of AI-driven recruitment tools to help identify diverse talent pools, though he warns against over-reliance on technology.
Addressing Recruiter Burnout and Workplace Mismanagement
The current recruiting landscape has placed undue pressure on HR professionals, with many facing unrealistic workloads due to staff reductions and inefficient workflows. Potvin warns that this leads to burnout, negatively impacting talent acquisition and employer branding.
“One recruiter doing the job of three is not sustainable,” he says. “Many organizations lay off top-performing recruiters in cost-cutting efforts, only to find they need them back later. Mismanagement of hiring resources is a key contributor to recruiter burnout.”
To combat this, Potvin recommends better workforce planning and ensuring recruiters receive the support and resources they need to be effective.
Ghosting in Recruitment: The Need for Professional Maturity
A growing issue in modern recruitment is ghosting from candidates and recruiters. Potvin believes that professional maturity is needed to address this trend.
“Ghosting has always existed, but it’s getting worse,” he says. “No one likes delivering bad news, but it’s part of the job. Candidates deserve communication and closure.”
He urges recruiters to maintain transparency throughout the hiring process and encourages hiring teams to provide timely feedback, reinforcing a positive candidate experience.
Balancing Technology and Human Connection in Recruitment
Technology has revolutionized recruitment, but Potvin cautions against over-reliance on automation at the expense of human relationships.
“Technology is a tool, not a crutch,” he explains. “ATS systems, AI-driven resume screening, and automated outreach can streamline recruitment, but they shouldn’t replace human interaction.”
He recommends that organizations leverage technology for efficiency while ensuring that personal engagement remains a priority.
Industry-Specific Recruitment Challenges and Trends
Different industries face unique recruitment challenges, and Potvin emphasizes the need for adaptable strategies. For example, in healthcare, the rise of travel nursing created a dynamic job market that is shifting as hospitals cut back on travel budgets.
“We’ve created a situation where nurses expect travel roles with premium pay, and now that hospitals are tightening budgets, recruiters are struggling to convince them to return to traditional roles,” he explains.
Understanding industry-specific trends is crucial for tailoring modern recruitment strategies effectively.
Adopting a Marketing Approach to Recruitment
Recruitment is not just about filling roles—it’s about selling a company’s brand to prospective employees. Potvin stresses that companies should apply marketing principles to their recruitment efforts.
“If you have a marketing strategy for your product, why wouldn’t you have one for talent acquisition?” he asks. “Employer branding, personalized outreach, and targeted messaging should be part of every recruiter’s toolkit.”
He encourages organizations to showcase their culture, values, and career growth opportunities through engaging content, social media presence, and authentic storytelling.
Rethinking Recruitment for Long-Term Success
Michael Potvin’s approach to recruitment is clear: treat it as a strategic function, not just an administrative task. Organizations can build stronger, more resilient talent acquisition functions by aligning recruitment with modern recruitment strategies, incentivizing recruiters, modernizing processes, removing bias, and leveraging technology effectively.
“Recruiting is sales, but it’s also about relationships,” Potvin says. “When companies treat it that way, they attract and retain top talent.”
His insights serve as a roadmap for HR professionals looking to refine their modern recruitment strategies and create sustainable hiring success.