If you want better recruiting results, you might be looking for solutions in all the wrong places. Your biggest improvements might not be found in replacing your staff or improving your HR technology, or developing a new social media strategy.
The shortest path to better recruiting results might be found in finding someone to ask more uncomfortable questions:
When a hiring managers have developed unreasonable expectations about who would want to come work for your firm, has someone explained the labor market to them and asked him what trade-offs they are willing to make?
When your candidate sourcing team has hit the wall, and is running out of people to contact, who can help them look at the problem from a different angle, and who asks them to try a different approach rather than grinding away on an impossible quest?
When you have interviewed every viable candidate from your local labor market, who is asking the hiring managers how they might want to structure the work differently to enable them to hire people who actually exist?
When you are finding qualified candidates but the managers are slow to interview, who is advising the managers of the cost of their delay? Who is concerned about creating a good experience for the candidates?
When hiring managers have interviewed several people and are still not impressed, who is looking at how the candidates are being pre-screened to ensure that the wrong people are not moving forward, while the right ones are potentially not being attracted, or are perhaps being weeded out?
Who is reviewing your job advertising to ask if the message is interesting?
This list could go on, but the point is simple: working harder is often not the solution. And even though the biggest improvements in recruiting results come from asking uncomfortable questions, busy recruiters usually default to just working harder and complaining about the hiring managers. (It's no wonder burnout rates are epidemic).