Aligning HR and Business: Practical Strategies for Lasting Success

"Where Are the Candidates?"
“When will we get good resumes?”
“Why were there so many candidates five years ago, but now there’s none?”

These are the daily questions recruiters across the U.S. and UK are constantly asked. This leads to frustrated hiring managers and demotivated recruitment teams. Olga Fedoseeva, Founder of UnitiQ - Fractional HR Director Services, shares insights on how to bridge this gap and establish a better understanding between HR and business.

Tensions between HR and business often flare up due to labor market challenges, a pain point for many companies. The problem won’t be solved by one project or a big meeting discussing how the world has changed and there are no more gold mines of candidates. Eventually, it all comes back to, “The media says it’s bad, but our company used to have lines of people wanting to work!”

So, is all effort futile? Definitely not, but here’s what needs to be acknowledged:

- The business doesn’t see the labor market through the same lens as HR. Likewise, we often overlook the metrics and intricacies of, say, the commercial department, even though no one would argue that company profits aren’t important.

- Arguing over who’s right is pointless; everyone will stick to their own perspective, and the situation won’t budge.

- HR analytics is crucial; we must dive into the data, even if math wasn’t our favorite subject in school. Presenting external reports to the business without solid internal data is risky. Things that seem obvious to those working in the labor market daily may not be as clear to others — which brings us back to the first point.

- Wisdom, calmness, and HR are now as intertwined as the labor market and talent shortages. Learning to handle feedback, build relationships project by project, and showcase what we do in HR is essential.

Real Case:
Recruiter Milva received a request to hire an assistant store manager. She’s been searching for two weeks, has conducted interviews, and is waiting for feedback, but hasn’t yet presented a candidate to the hiring manager, Nick. Does this mean Milva isn’t doing her job well? Any recruiter would shake their head no, knowing the hundreds of calls and dozens of interviews behind that request. Yet, Nick believes she’s underperforming because he sees zero candidates.

How to Fix It:
Share directly or Grant the hiring manager access to recruitment funnel data, so they can see how the recruiter is working on their vacancy. Different companies use various ATS systems — some generate reports automatically, others rely on Excel. The key is transparency: letting the hiring manager see firsthand that the labor market truly is challenging.

Tip: If you’re unsure how to present data, consider the classic recruitment funnel, showing conversion rates and numbers at each stage — from calls made to hires completed. Even without deep market expertise, it’s evident that a 2.42% conversion didn’t come easy.

There are two types of workers: “process people” and “results people.” Process people are constantly busy — “I’m calling,” “I’m looking,” “I’m interviewing.” But calling 200 vs. 20 people is vastly different, even though the action is the same. For the hiring manager, we need to become results people. We might not directly influence salary levels, team dynamics, or employer branding, but we can use data to show why candidates are rejecting offers, highlighting the need for change.

Case in Point:
Milva noticed that out of 10 sales positions, only 8 were filled. Acting proactively, she sought two more staff members so Nick wouldn’t face a shortage. Meanwhile, Nick, satisfied with store performance, is surprised by new candidates being sent his way, telling them, “We’re not hiring.” Realizing this approach was wrong, he started dissuading candidates in various ways. Candidates left feeling discouraged, Svetlana was panicking, and stress levels were high.

Solution:
Hiring requests should originate from the business, not based solely on staffing reports. Every manager knows their team’s workload and needs, and when HR steps in prematurely, it can lead to resistance and even sabotage.

Every HR team aims to enhance the candidate journey and improve collaboration with hiring managers. Children’s World HR set out to increase the “Interview Conducted” and “Hired” metrics by refining the interview process. This led to the “Mystery Candidate” project.

Evaluation Criteria for Interview Quality:
- Establishing contact.
- Presenting the company and role.
- Identifying the candidate’s needs and addressing objections.
- Closing the interview.
- Informing the recruitment team about interview outcomes.

Recruiters themselves became mystery candidates, equipped with recorders to capture genuine interview experiences. After evaluating interviews in March and May, it became clear that managers often skipped key steps, focusing on difficulties rather than positives and failing to provide feedback. The project helped identify these gaps, and a joint action plan was developed with managers, ultimately improving scores by 30%.

Another initiative was overhauling the referral program “Bring a Friend.” Instead of open participation, the focus shifted to hiring managers, who attended webinars and received tips on candidate attraction. A competitive element was introduced, sparking a healthy rivalry among regions on who could bring in the most new hires.

Tip: Old HR projects can be revitalized through humor, competition, and different motivational tactics, keeping engagement high.

With increasing workloads, bots have become invaluable in onboarding and exit interviews, offering personalized adaptation paths and data insights that reveal employee satisfaction levels.

Key Benefits of Bots:

• New hires engage with bots via personalized scenarios, while managers track progress in dashboards.
• Bots simplify feedback, with options like emojis for sharing how employees feel, and employees are often more comfortable discussing their state with a bot than with HR.

Exit Interviews with Bots:
Milva, tasked with conducting exit interviews, found most employees unresponsive or providing socially acceptable answers. Bots, however, can elicit honest feedback from departing employees, allowing HR to address root causes of attrition with the business.

Successfully managing recruitment challenges requires a multi-faceted approach, blending transparency, technology, and active dialogue with business stakeholders. HR must be strategic, analytical, and proactive, driving meaningful improvements not just in hiring but in overall business outcomes.

A significant shift in the recruitment landscape where traditional methods are no longer enough. It underscores the importance of data-driven decision-making, tech adoption like chatbots, and fostering a collaborative approach between HR and business. As the U.S. job market evolves, companies that adapt their HR strategies to be more aligned with business needs will be better positioned to attract and retain talent. The emphasis on transparency, direct communication, and innovative engagement strategies is crucial — and should serve as a model for companies striving to thrive in a challenging labor market.

UnitiQ, with its extensive experience and innovative approach, empowers companies to attract and retain the right talent through its Fractional HR Director service.

By providing strategic HR leadership on a flexible basis, UnitiQ helps businesses develop tailored talent acquisition and retention strategies that align with their unique needs and goals.

The Fractional HR Director works closely with company leadership to refine recruitment processes, enhance employer branding, and implement data-driven approaches that improve candidate experience and employee engagement. Learn about advantages of Fractional HR.

UnitiQ’s deep expertise allows organizations to tap into best practices without the commitment of a full-time HR executive, making it a cost-effective solution that drives real results. By leveraging UnitiQ’s guidance, companies can build stronger, more motivated teams, reduce turnover, and create a competitive advantage in today’s challenging job market.

Feel free to ask any questions, and don't hesitate to book a call!
My Telegram
My LinkedIn