Meetup UK - Agile Recruiter

Online Meetup - Agile Recruiter

An inspiring and interactive session where we discuss experiences and insights from the talent recruitment industry. We want to go in-depth, exploring unconventional perspectives and solutions. What they should be, why, and how to implement them in organizations.

Topic: Resource or Asset? How is a potential employee perceived during the recruitment process?

As part of the discussion e will also touch on related topics:

• Why is it important to perceive the difference - resource vs. asset?
• People as assets or resources, what does that look like from a recruiting perspective?
• What steps are possible in the current organization for positive change?

🗓 Date: 21st May 2025

🕒 Time: 8:30 – 9:30 CET (Czech Republic, Prague)

💻 Place: Online

💰 Price: €4.84 (€4 without VAT). VAT place is Czech Republic

Talent recruitment is a topic that many organizations consider to be solved. After all, it works somehow and therefore we don't have to address it. The opposite is true. There is a paradox in the job market. Organisations don't have enough of the people they need, and at the same time there are more and more highly skilled but unemployed people. This phenomenon is accompanied by poor recruitment practices of HR departments, which negatively affect the economics of organisations. This manifests itself in a variety of ways: from reputational problems to loss of contracts and opportunities. HR departments are perceived as cost centres. They are expected to provide services for which they are not equipped - neither in terms of knowledge nor personnel. And which, in many cases, they do not even own. At the same time, business-focused evaluation criteria are lacking.

A well-organised recruitment process, on the other hand, contributes to the organisation's bottom line. Setting it up requires linking many activities across the organisation, making visible the many errors that can thus be resolved. They improve public awareness of the organisation and so remove reputational risk, bring innovation, attract innovative and creative talent as well as business opportunities. They raise awareness of working with people across the organisation and enable people to be invited to define needs and rules.

Quality recruitment also brings value to candidates. It directs the unsuccessful ones towards the necessary changes and future cooperation, integrates the successful ones into the organisation and helps to create a positive relationship.

At the same time, it also positively influences the relationship and interconnectedness of the organisation with the community in which it operates.

I invite you to join in the discussion. Let's change the way we work in recruitment!