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A Word On Decentralising Your Search Processes

As counter intuitive as it may seem, even the most stringently designed in-house search and selection program will always have one relative component of non-effectiveness: whether its employee dissatisfaction or procedural irregularity. This has and always will be a very important aspect to the performance of great hiring programs, and as most recruiters will already know, the most efficient way to build an elite crop of talent is to centralise your search process, find the people who can facilitate the engineering of great teams, both virtually and physically and then review the procedural performance.

By decentralisation, I do not mean team responsibilities, what I am referring to is candidate sourcing. My view on people processes which are decentralised are two fold. How does one embed the value of internal review processes? In other words, how do you know you were doing the right thing if the process is decentralised? As a recruiter, using your extended network may have been completely the wrong approach, which embarrasses your company and leaves no traction with your candidate. But how will you know?

Secondly, decentralised search is all about dismantling the job description and allowing flat hierarchies to flourish. So effectively you might see this as a way of adding value or "word of mouth through extended networks" as it were, but you have to be careful that this type of ad hoc technique doesn't find its way into other areas of your business. Like sales or marketing. For an early stage startup, it's okay. But remember, for a late-stage business this can be deadly.

Here are a few ways startups might be able to produce better results when using decentralised search processes:

4 Easy Ways To Review Your Decentralised Search Process
  • It all begins with the oversight of your network distribution and keeping tabs on data collection. If you can, find a way to monitor the number of candidates who have seen your job advert.
  • Try collating the data into a spreadsheet and reviewing the performance of your runners and recruiters. Did decentralisation do what it said on the tin or didn't it?
  • Who led the project? Were they an effective leader? Did they inspire people with their creativity? Was the job very much a copy and paste, stick and run kind of affair?
  • Did you get feedback from the candidate? Always try to follow up on the success of your process by sitting down and talking about how best you can possibly improve your platform for your next hire.
All in all these bullets are a matter for candidate sourcing teams to consider for their own departments and for their internal performance KPIs. A drive towards monitoring the effect of decentralisation is important. Don't get lost in the sauce.