I’m in my car no less than 5 hours per week. So, I listen to a lot of podcasts. Like… A LOT of podcasts.
Naturally, some of them are recruiting podcasts.
If you’ve ever listened to one, then you’ll know they always start off with a little backstory on the guest. It usually sounds something like this…
HOST: “Welcome so-and-so! Why don’t you tell us a little bit about yourself and how you got to your leadership position at an impressive XYZ company.”
GUEST: Sure and thanks for having me! So, about 10 years ago I was doing (something else) and then I just fell into recruiting, hahaha.”
Now, call me sensitive but, I’ve never really found that comment cute or funny.
Over time, I’ve come to find it a little demeaning.
Like, why is that a badge of honor to have accidentally ended up in talent acquisition?
Now, before the pitchforks come out, let me be clear on something – there are some really great recruiting leaders out there who have accidentally landed in head of TA roles.
I have no issue with them.
But I do have an issue with the trend and how we talk about it.
I mean, it’s so pervasive that it’s almost the standard in our industry.
WHY THE ACCIDENTAL TA LEADER IS A PROBLEM
To understand why this bothers me so much, I think you have to look at some other well-respected industries and ask yourself if it’s common to hear professionals in that space “haphazardly” finding themselves there.
For example, how often do you hear this?
“And then I just fell into orthopedic surgery.”
Or
“And then I fell into being a Software Developer.”
Or
“Then all of a sudden, I found myself in Accounting.”
Super rare, right? Now, why is that?
Well, for starters, it’s because almost every other profession in the world requires two things…
Deliberate intent on becoming a professional in that field.
Advanced training to be considered a professional in that field.
But what about us?
What about talent acquisition leaders?
Is our role so easy that Zach from Supply Chain can just waltz over to TA and run it?
Well, judging by the burnout rate in our profession and the amount of leaders I’ve seen epically fail over the course of my 20 years in the space…I can tell you that leading a talent acquisition function – or any part of it – is incredibly difficult.
So why, then, is there no barrier to entry?
Would love to hear from y’all in the comments. Am I being dramatic OR should we be doing more to cultivate talent who comes up through the recruiting ranks to positions of leadership?
// Supporting Resources
Here is a curated list of high-value, creative assets based on the article's theme of fun, engagement, and team unity.
Book to Read…
The Talent Delusion by Tomas Chamorro-Premuzic: Challenges many common myths in talent management and argues for a more scientific, data-driven approach to recruiting. It’s perfect for the recruiter who wants to build the strategic mindset required for leadership. Link Here
Podcast Episodes to Listen to…
The Chad & Cheese Podcast - "The Professionalization of Recruitment": This episode directly tackles the evolution of recruiting from a transactional function to a professional discipline, discussing the skills and training needed. Listen Here
Talk Talent to Me - "Building a Career Path for Recruiters with Levels, Not Just Ladders": This episode explores practical ways to create meaningful career progression for recruiters beyond just becoming a manager, which is a core part of solving the "accidental leader" problem. Listen Here
HBR IdeaCast - "Build a Career That Puts You in Control": This episode focuses on the concept of intentional career design, which is the direct antidote to "falling into" a leadership role. It provides a mental model for recruiters to proactively plan their path to leadership. Listen Here
Articles & Blog Posts to Read…
"Recruiting: More critical than ever?" (SocialTalent): This article outlines the historical progression of the recruiting role and details the new skills required to be successful today, making a strong case for specialized training and development. Read Here
"Recruiter Career Path: What To Expect and How To Get Started" (AIHR): A practical blog post that provides a step-by-step guide for building a recruiting career ladder within an organization. It's a perfect tactical follow-up to the article's philosophical problem. Read Here
"Hiring Manager Self Serve: Past & Future of Recruitment?” (Hung Lee, Recruiting Brainfood): A direct and compelling argument that mirrors the article's thesis, written by a respected industry voice. It reinforces the idea that this language damages the profession. Read Here