The best way to secure the best talent – Agile recruitment part 4/4

The final part of the 4 part blog series about Agile Recruitment is here. Time to summarise and conclude and wish you all the best in implementing agile principles and values into your recruitment process.
Having worked with recruitment in several different countries in Europe, I can with great confidence say that recruitment practises here in Norway (both in-house and external) are as far from agile as anywhere else. Processes are far too defined, results are focused on the process and not the hire, things move slow, there is little dialogue between recruiter and company or in-house recruiter and line manager. The list goes on…

As you may have read, we have posted a series of 3 parts in relation to Agile Recruitment in January and now it is time for the 4th and final part in this series. If you haven`t read the first 3 parts yet you can find them here:

Part 1 – What is Agile recruitmewnt?

Part 2 – Agile principles in recruitment

Part 3 – Agile specifics

If you want more insight into agile recruitment, please listen to this episode of Smidigpodden with Ida Kjær from DNB and Tobias Falkberger from Norsk RiksTV. Here we talk about agile recruitment and how this is in the process of disrupting how things have been done in Norway up until now.

NB. Due to COVID we will not be holding any new breakfast seminars about this topic, but for a video-presentation of our seminar from 2020, please feel free to get in touch.


A few things to be aware of…

Before we summarise with all the positives and benefits of implementing agile principles and values into your recruitment practises, there are a few things you need to be aware of. Not negatives as such, but certainly something to bear in mind.

 

  1. You need to be more available. By that we mean; there will be regular dialog between you and external recruiter or between you and other internal people involved in the recruitment process.
  2. You must let go! You must let go of old practises and beliefs, even how hard it feels or may be for you. Unless you are willing to give Agile Recruitment a 100% go, you can might as well not do it at all
  3. You need to be in a position to react quick. In other words: there will be times when you more or less need to drop what you are doing in order to give recruitment your priority.
So, let us take a look at the benefits, and there is plenty of them…
  1. You reach out to candidates that you would normally not be able to reach out to
  2. Avoid losing candidates due to the process being too set in stone
  3. You can secure a great candidate over a good candidate
  4. It saves you plenty of time and thus plenty of cost
  5. You can be more confident in your decision
  6. It strengthens your employer brand as all candidates will appreciate the modern way in which you are doing thing

And perhaps the most important benefit; due to your agile focus you are constnatly seeking to learn, adjust and develop. In other words: your recruitment process / methods will become better and better over time.

Best of luck in trying to implement agile principles and values into your recruitment practises. It may feel like a hassle if you already have a process in place that you have invested time and money in, but believe you me; It is the way forward and in the not too long distant future, agile recruitment is a must to secure the best talent.


If you would like to set up a meeting with AvantGarde Search in order to discuss if, and how we can assist you with recruitment, then please feel free to contact Erik Falk Hansen on efh@avantgardesearch.no / 40 43 54 93. AvantGarde Search aims to be the driver for more modern and agile recruitment processes in what has become a very conservative industry. We specialise in the recruitment to management positions, technical positions and positions within sales, marketing and design and as per today we work with some of Norway`s fastest growing tech-companies in both Oslo, Stavanger and Bergen.