How can recruitment work with the broader business?

Niku Gogoi, Head of Asia-Pacific Recruitment at Chiltern Clinical Research, says the recruitment function has undergone a paradigm shift.

Having spent more than a decade in recruitment and staffing functions, and having worked on both sides of the table, one thing I can unwaveringly say is that recruitment has up-scaled its value chain in the last decade.

The recruitment function has undergone a paradigm shift and has become more strategically sought-after than ever before.

With the integration of technology and digitisation, recruitment has seen significant changes in its value creation and in its potential to impact the business outcome.

It is imperative for organisations to empower recruitment heads to think beyond bringing resources into the firm.

Recruitment teams need to build a strong collaboration with the business to provide market intelligence and not only be confined to meeting resource demands.

Recruiters also need to hone their business acumen and cultural skills, which will eventually help business leaders make informed decisions on hiring.

Being a recruitment leader and having worked with business leaders across geographies, I always emphasise on collaboration between recruitment and the business.

Collaboration helps recruiters understand business situations and cultural requirements.

Every country or region brings its own flavour to the market and has its own candidate culture which needs to be understood by the business leader – with the help of the recruitment team.

At Chiltern, we practice this collaboration at every level. It is not only confined to the high-end leadership level, but is apparent at every stage of recruitment and with every hiring manager.

I am excited and positive to see the transformation happening in the recruitment space and I would not be surprised if recruitment is considered to be the most strategic discussion among the business leaders in the next couple of years.

 

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