Recruitment is undeniably one of the most critical responsibilities for any growing organisation. The right people can drive innovation, boost productivity, and shape a positive company culture. However, balancing recruitment efforts alongside other essential tasks can be challenging for founders and leaders. Steven Bartlett, founder of Social Chain Group and host of Diary of a CEO, publicly announced he allocates a substantial amount of time—25 to 30 hours per week—towards internal recruitment (Source: LinkedIn). While this level of dedication showcases his commitment to building a strong team, it's not always feasible or practical for everyone. For most leaders, a strategic approach is necessary to manage recruitment effectively without neglecting other pivotal responsibilities. 

The Importance of Prioritisation

Strategic Recruitment Practices

Avoiding the Steven Bartlett Paradox

In time management, the Eisenhower Matrix provides a valuable framework. It categorises tasks based on urgency and importance into four quadrants:

• Urgent and Important: Tasks that demand immediate attention, such as critical issues or deadlines.

• Important but Not Urgent: Tasks that contribute to long-term goals, like strategic planning and relationship-building.

• Urgent but Not Important: Tasks that may distract from core objectives, such as some meetings and interruptions.

• Not Urgent and Not Important: Tasks that are neither pressing nor impactful, like trivial emails or excessive social media browsing.

Recruitment often falls into the second quadrant—important but not necessarily urgent; however, it does occasionally fall into quadrant one. In this second quadrant, proactive leaders focus on activities that prevent crises and build for the future. While recruitment is crucial, preventing it from becoming urgent (falling into quadrant one) due to prolonged vacancies or sudden turnover is vital.

• Define Clear Objectives: Outline specific recruitment goals aligned with your company's strategic objectives. Are you scaling rapidly and need to hire quickly, or are you seeking specialised talent for niche roles? Understanding these goals helps prioritise recruitment efforts effectively.

• Delegate and Empower: Delegate recruitment tasks to capable team members or consider hiring a dedicated recruiter if feasible. Empower them with clear guidelines and expectations to ensure alignment with your organisation's culture and values.

• Scheduled Blocks of Time: Allocate specific blocks of time each week for recruitment activities. This could be a few hours spread across several days or a dedicated half-day session. Consistency is key to maintaining momentum without overwhelming your schedule.

Steven Bartlett's approach to spending 25 to 30 hours weekly on internal recruitment is commendable for his specific context and stage of business. However, for many leaders juggling multiple responsibilities—from strategic planning to client meetings to operational oversight—such a time commitment is impractical. Instead, drawing inspiration from his dedication, adapt the principles to fit your circumstances:

• Outsource: Consider outsourcing aspects of recruitment that do not require your direct involvement, such as searches, initial screenings or background checks. This allows you to stay informed without being bogged down in administrative details.

• Balance with Operational Needs: Recognise that operational stability and growth are intertwined with recruitment. Striking a balance ensures that while you focus on acquiring talent, you also maintain operational efficiency and customer satisfaction.

• Integrating Recruitment into Your Leadership Style: Effective leadership demands adaptability and foresight. Integrating recruitment into your overarching strategy ensures that building a talented team becomes a cornerstone of your organisation's success rather than a drain on resources.

Here are some practical steps to achieve this integration:

• Align Recruitment with Business Strategy: Every hire should align with your company's long-term vision and growth trajectory. This alignment ensures that each addition to the team contributes meaningfully to achieving strategic milestones.

• Continuous Improvement: Treat recruitment as an ongoing process of refinement. Solicit feedback from current team members, analyse turnover trends, and adjust your recruitment strategy accordingly to attract and retain top talent.

• Invest in Employer Branding: A strong employer brand attracts and retains top talent. Cultivate a positive work culture, showcase employee success stories, and engage actively on platforms where potential candidates are likely to be present.

While recruitment demands significant attention from leaders, it doesn't need to consume most of your week. Adopting a strategic approach grounded in the Eisenhower Matrix and learning from figures like Steven Bartlett can strike the delicate balance between recruiting effectively and fulfilling other essential duties. Remember, effective leadership is about prioritising tasks that drive long-term success while delegating, automating, or scheduling others to maintain optimal productivity and growth. With a clear strategy and a commitment to continuous improvement, you can build a talented team that propels your organisation forward without losing sight of the broader responsibilities that define your role as a leader.