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Flexibility is key to create a high-performing, modern workforce from both a management and hiring perspective. That’s why agile recruitment has become a must for businesses looking to prioritise personnel needs, foster greater team collaboration and develop highly effective talent acquisition processes.

The agility concept dates back to 2001 with the Agile Manifesto, created for software development professionals. The idea was to implement better, more collaborative and dynamic approaches to work, with continuous improvements made to ensure ongoing high-quality performance and deliver exceptional results.

When the implementation of agile in software development saw improved effectiveness, customer focus, quality and the higher productivity of IT teams, the methodology was adopted by a broad range of change practitioners and other functions, including resourcing. Today, agile allows organisations to work in a more lean, collaborative, flexible and iterative way, adapting to changing priorities to focus efforts on areas where they will have most impact. Critical for resourcing in our changing world right now.

What does agility look like in recruitment?

Agile methodology in hiring means taking a more collaborative and straightforward approach that can be adapted quickly in the face of change.

Instead of lengthy recruitment processes set in stone, an agile approach usually integrates short cycles of work called sprints that enable the fine-tuning of role requirements and ensure tasks are manageable and efficiently carried out. In turn, these cycles provide opportunities for feedback and learning, with the ability to rapidly adapt in the face of unexpected changes, before it’s too late. 

With businesses facing ongoing disruptions and the nature of roles continuing to evolve, a modern and agile approach to talent acquisition ensures organisations retain a competitive edge.

Ready for agile hiring?

Being agile doesn’t necessarily mean following tried and tested methodologies to the letter, but instead implementing the elements that best suit an organisation’s needs and complement the skills of internal talent teams. Here are some simple steps to help get started on the road to agility: 

  1. Assess. To build a high-performing, agile resourcing function, it’s crucial to conduct a strategic and practical analysis of current processes to identify existing efficiencies and priorities for improvements. 
  2. Assemble. Having the right team in place is essential. Businesses looking to incorporate sprints will adopt the typical Scrum framework. Such an approach works better with smaller groups, as team members are assigned specific roles, such as Scrum Master, Product Owner and Developer. While they may sound tech-based, these roles are given regardless of the industry.
  3. Act. Communication is vital in case strategies need to change direction at a moment’s notice. Daily or weekly meetings are required to gauge what’s been done, what’s happening next and whether any challenges have arisen.
  4. Assess (again). Metrics are critical for evaluating the success of any recruitment efforts. That’s why data should be examined regularly, whether at set intervals or at the end of each sprint, to assess the team’s performance, track the progress of the recruitment method and decide whether immediate adaptations are needed.

In practice, when you are ready and have the right processes and team in place, working in sprints can be a pretty straightforward approach, the key difference is the collaboration and agility to change approach if it isn’t working instead of waiting for weeks and then reacting.  A typical example might be:

  • Week One:  Candidate Sourcing and attraction
  • Week two: Retargeted candidate sourcing (after feedback from the hiring manager in Week one) and screening
  • Week three:  Hiring manager selection

We can help you get started...

Omni’s Resourcing Effectiveness Assessment is the ultimate health check for your organisation’s talent acquisition strategy. Take our mini REA assessment to identify your current strengths and development areas and receive a report on how you can become more agile in 2021. Complete Omni’s Resourcing Effectiveness Assessment now.