Aligning Recruitment with Program Delivery and Business Development

Every week, we speak with over-worked HR teams that have been assigned recruiting duties, without the tools, resources, time, or background to properly execute a recruiting program. We also speak with Recruiting teams that are reporting up to HR, and often siloed from the business development and program delivery teams that have the critical information and resources that Recruiting teams need to quickly find top talent.

In GovCon, aligning recruiting teams with revenue-generating activities such as business development and program delivery rather than traditional human resources can be a game-changing move. This alignment can lead to higher ROI on recruiting investments and increased revenue for the firm.

While Human Resources is a cornerstone in maintaining the organizational foundation — ensuring compliance, fostering company culture, and overseeing employee relations — it is the strategic placement of the recruiting function that can act as a catalyst for company growth.

Recruiting as an Engine for Growth

Recruiting, when aligned with the revenue generating teams like business development and program delivery, transforms from a support role into a strategic engine that drives growth.

1. Business Development Synergy: By aligning with business development, recruiting teams can provide real-time market intelligence on talent availability and cost, which is vital when crafting competitive proposals. This insight ensures that bids are not only aggressive but also achievable, based on current labor market dynamics.

2. Program Delivery Enhancement: Recruiting’s close work with program delivery teams means they understand the on-the-ground realities and can anticipate the need for specialized talent, ensuring that projects are not just staffed but are poised for success.

3. Strategic Talent Pipelining: By understanding the ebb and flow of contract cycles and the specific talent demands they create, recruiting can build robust talent pipelines. This proactivity positions the contractor to quickly staff new wins and scale operations efficiently, directly impacting revenue and growth.

4. Subcontracting Strategy: Recruiting teams that work in close alignment with BD and program delivery units can enhance a firm’s subcontracting strategy. By maintaining a deep understanding of the various programs the company is subcontracting on, recruiters can anticipate and meet the unique needs of each program. This proactive approach ensures the right talent is in place, contributing to the seamless execution and delivery of subcontracted projects, which reinforces the company's reputation as a reliable and preferred partner.

5. Rapid Response to Market Demands: As contracts evolve and new opportunities arise, a recruitment team that’s in step with business development can respond swiftly to market demands, giving the contractor a competitive edge in bidding and talent acquisition.

Recruiting and Revenue

The symbiosis between recruiting and revenue-generating functions is built on the understanding that each new hire has the potential to either bolster or hinder a company’s growth trajectory. Aligning recruiting with business development and program delivery embeds this strategic importance into the hiring process, ensuring that every recruitment decision is made with an eye towards revenue impact and return on investment.

The Risks of Misaligned Recruiting Functions

The strategic realignment that places recruiting in concert with revenue-generating functions is more than just an organizational preference; it’s a calculated move towards greater efficiency and effectiveness. However, when the recruiting function is situated within Human Resources, the potential for negative consequences emerges, which can affect the entire organization.

1. Ineffective Recruiting: When recruiting duties are embedded within HR, the focus on strategic talent acquisition is often diminished. HR’s broad scope of responsibilities can lead to a less proactive and more administrative approach to recruitment, which may fail to meet the nuanced demands of technical and security cleared roles. This can result in a slower hiring process and difficulty in attracting the right talent, which is detrimental in a sector where the timely placement of qualified personnel can be critical to project and mission success.

2. Compliance and Legal Jeopardy: HR teams are fundamentally designed to manage compliance and mitigate legal risks related to employment. Overburdening these teams with recruitment responsibilities can dilute their focus and effectiveness, potentially leading to compliance oversights. This could expose the company to legal risks, ranging from non-compliance penalties to labor disputes, which can have significant financial and reputational consequences.

3. Operational Strain: Recruitment is a full-time job that requires a dedicated focus on market trends, talent outreach and evaluation, and strategic alignment with business objectives. HR teams already carry a heavy load of operational duties, and adding the task of recruiting can strain resources. This not only affects the quality of recruitment but can also impact other critical HR functions, leading to a decrease in overall operational effectiveness.

4. Cultural Misalignment: HR’s central role in fostering company culture and overseeing employee relations might conflict with the aggressive and dynamic nature of recruitment within the GovCon sector. This cultural misalignment can create internal tensions and inefficiencies.

 Conclusion

For government contractors, the alignment of Recruiting with business development and program delivery is not only a strategic move but also a protective measure. It shields the company from the operational, compliance, and legal risks associated with an overburdened HR team. By avoiding these pitfalls, contractors can ensure that their HR teams focus on their core competencies, while recruiting teams concentrate on their critical role in driving business success through strategic talent acquisition. This separation of duties allows both teams to operate with a high degree of efficiency and effectiveness, contributing to the overall health and growth of the company.

To discuss about how properly aligning Recruiting resources can impact your business, or any other recruitment challenges you are facing, send us an email or set up a call.

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