Angela Hills, Cielo’s EVP and Managing Director – North America, recently spoke with HR Dive regarding the growing disconnect she sees between Human Resources (HR) and Procurement. While the goals of the two departments seem to be at odds on the surface – the former must attract and retain top talent and the latter strives to reduce costs, usually by reducing cost-per-hire – recent surveys of Procurement Leaders show that they are dissatisfied with the quality of their workforces. Angela suggests three ways that HR and Procurement can align and streamline their goals for the benefit of the business.
Excerpts from the article:
Angela Hills spends a lot of time with HR leaders, helping them get the best possible talent through the door…[and] sometimes encounters issues that raise alarms.
Once such scenario is what she calls a growing "dangerous disconnect" between HR and Procurement.
"We have worked with some organizations where the Procurement team has deeper knowledge of RPO [Recruitment Process Outsourcing] models and how to engage in these partnerships than HR, and vice versa—it all depends on tenure and past experience," she tells HR Dive in an interview. "But, ultimately, you need both departments to be knowledgeable and strategic thinkers in RPO to be successful."
Get out of the comfort zone
When working with HR, Procurement executives must to go beyond their comfort zones and adopt a creative, candidate-centered approach to recruitment and retention. Taking a candidate-centered strategy is quickly becoming a critical success factor in recruiting.
"The understanding that the right talent is crucial to sustained business performance now goes beyond the walls of the HR department," she says.
Drive success with communications
Hills says that for its part, HR must be assertive in conversations with Procurement to ensure the candidate experience isn’t lost in large-scale processes that focus on cost-reduction and shortening time to hire.
"Keeping the line of communication open is imperative," she says, adding that as soon as a significant talent gap is identified, HR must work with Procurement to clearly define what the need is and both the short- and long-term impact it will have on the organization.
For Angela’s complete insights, please visit: