We’ve all heard the saying, “If you don’t use it, you’ll lose it,” and recruiting is not exempt from this axiom. At one point, I could speak Portuguese and German. Regrettably, I lost most of this ability because I didn’t practice over the years. Good news though, I can still get around with the basics and even order a beer…that’s pretty easy!
Recently, I picked up a challenging open req and at the start, all I could think about was the song “Back in the Saddle Again” by Aerosmith.
As I began the recruiting process, I realized something was off – I wasn’t as smooth with my delivery and navigation of the process. As I continued the process, I quickly got back to my normal self, but even a handful of months off from Recruiting caused my usual process to feel clunky. My value proposition didn’t feel fluid, my explanation of our benefits package didn’t roll off my tongue as smoothly, and I just didn’t feel as confident. In the end, this was a great wakeup call.
Just like any profession, as we grow within our careers, our responsibilities widen and we often become more strategic rather than tactical. Instead of hammering out tasks and making multiple small decisions throughout our days, we begin to take on more strategic initiatives and make fewer but highly important decisions (keep in mind I’m speaking in generalities). The consequence of this is deterioration of the skills we developed early on in our careers, if they’re not practiced.
While our roles typically expand with time, it’s wise we don’t stray too far from the action. I’m sure many of you have witnessed the consequences of leadership and c-suite not having a pulse on what is actually taking place on the front lines.
When this occurs, we often begin to see compromised decision making, culture shifts, and a number of issues that are symptoms of being out of touch.
There’s not much more to say other than to stay in the saddle, ya’ll!
Like many others, Corey Burns fell into HR & Talent Acquisition by accident. He got his first taste of Recruiting at a Fortune 500 company, where he quickly found his niche. Fast forward, Corey is now the Director of Recruiting & Development at General RV Center, a parent company comprised of 3 organizations in the Recreational Vehicle industry, Corey has led talent initiatives that have contributed to more than 300% growth in both employee count and revenues.
He formed the company’s Recruiting & Development division in 2013, as the company entered a hyper-growth stage, and he now leads all recruiting, learning, and organizational development strategies. Corey’s approach begins with building trust-based relationships, which lead to talent solutions that support the four pillars of the company’s talent strategy: Attract, Develop, Retain, Grow.
While Corey focuses on strategic initiatives and managing his two teams (Recruiting and Learning & Development), he is a player-coach who thrives on facilitating training’s and picking up hard-to-fill reqs. You can talk to talk to Corey via email or LinkedIn…