Jim Johnson explains that recruiting should be treated as marketing, hiring as sales, and onboarding as training. He frames the goal as building a coordinated strategy — marketing the hiring process, executing hiring as a sales process, and creating a distinctive onboarding experience — to bring the right talent on board at the right time and position.
We're applying some of our marketing knowledge that we've learned, because that's what recruiting is, is marketing. We're going to hire people, which is much of what we've learned in our sales side of things. We always talk about that. Recruiting is marketing, hiring is sales. Then onboarding is the training, like bringing somebody in. So we've. We've set these processes up. Now, what does that strategy look like? To bring on the right talent at the right time, in the right position, the bus for us to be successful. So that's why we lump them together, to build a strategy around what the hiring process looks like, what the marketing for that hiring process looks like, and then how to onboard them in a way that makes it completely unique, and it seems to be something more than just a job. Fair enough.
