Blog

Introduction

Recruitment is a vital showcase for any organization. Every job posting and every interaction with a candidate reflects the company’s image and values. Yet, a practice that may seem harmless at first glance is becoming more common: job offers being posted or relayed by employees or managers without proper oversight from Human Resources.
While the intention may be good — providing more visibility — the lack of structure in this approach can quickly turn into a liability.

When HR Steps Back

Recruitment is, by definition, a strategic HR mission. It is up to HR to draft job ads, centralize applications, ensure proper follow-up, and coordinate with managers.
However, in some companies, an alarming trend is emerging: HR departments are delegating the reception and even the sorting of applications to managers or staff who lack the time, the expertise, and the methodology to do it properly.

This informal delegation may seem efficient in the short term, but it carries significant long-term risks.

The Dangers of This Practice

1. Poor Candidate Experience
   An unstructured hiring process often results in silence. Many applicants never hear back, whether positively or negatively. For candidates, no response equals a lack of respect. This leaves a lasting negative impression not only of the job but also of the entire organization.
   In today’s hyperconnected world, where reviews spread quickly (Glassdoor, social media, forums), one bad experience can tarnish a company’s reputation far beyond its immediate circle of applicants.
2. Misallocation of Internal Resources
   When managers or department heads spend time handling applications, they step away from their primary responsibilities: leading teams, improving performance, and ensuring customer satisfaction.
   By scattering responsibilities, efficiency declines. Instead of streamlining operations, the company adds confusion. Recruitment becomes a side task, handled at the expense of operational excellence.
3. Weakened Employer Brand
   The recruitment process strongly influences how a company is perceived. A professional, structured follow-up — even when rejecting a candidate — enhances credibility and respect. On the other hand, a disorganized approach suggests poor rigor and a lack of respect, which deters top talent.
4. Diluted Responsibility
   When everyone becomes a recruiter, no one truly is. Without clear accountability, errors occur: lost applications, miscommunication, inconsistent selection criteria… These flaws can lead to costly hiring mistakes, both financially and culturally.

Conclusion

Recruitment should never be treated as a mere formality. It is a strategic act that shapes the future performance of the company. Entrusting it to unqualified staff undermines the candidate experience, internal efficiency, and employer brand.

The truth is simple: recruitment is a profession. It requires trained professionals capable of structuring the process, representing the company, and respecting every candidate.

In an increasingly competitive labor market, companies that take recruitment seriously will attract the best talent and strengthen their reputation. Those who neglect it risk damaging both their image and their long-term performance.

In short: recruitment is not just about filling a position — it is about building the future of the company. And that deserves full attention and professionalism.