7. A transactional Talent Acquisition team
What does that look like?
3. Talent Acquisition only hears about the vacancy the day the
7
person leaves
8. A transactional Talent Acquisition team
What does that look like?
4. Focus on time to fill and other quantity metrics
8
9. A transactional Talent Acquisition team
What does that look like?
5. Hiring managers expect Talent Acquisition to do all of the
9
leg work with attracting talent
10. A transactional Talent Acquisition team
What does that look like?
6. “Hurry up and wait.” Hiring managers want resumes
10
yesterday, but then they don’t respond back about which
candidates they want to interview
11. A transactional Talent Acquisition team
What does that look like?
7. Too hard to fill? Let’s try posting on a job board…
11
12. A transactional Talent Acquisition team
What does that look like?
8. Process driven team – great at administration
12
13. A transactional Talent Acquisition team
What does that look like?
9. Our careers page is our top source of hire
13
14. A transactional Talent Acquisition team
What does that look like?
10.What do our hiring managers and new hires think of us?
14
Are they satisfied?
15. A transactional Talent Acquisition team
What does this mean overall?
…like we’re order takers.
15
16. …but simply being transactional isn’t good enough anymore.
Hiring manager
assumptions are not
always correct
Time to challenge the
status quo
Warm pipelines are a
must
Company brand does
not equal talent brand
16
17. Get a “seat at the table”
• Proactive versus reactive
• Gives credibility when Talent Acquisition truly understands and can
speak the “language” of the business
• Generates authority when challenging hiring manager assumptions
18. A strategic Talent Acquisition team
What does that look like?
1. Comfortable volume of requisitions for the type(s) of role
18
being hired
19. A strategic Talent Acquisition team
What does that look like?
2. Strong understanding of data mining and pipeline
19
techniques versus “post and pray’
20. A strategic Talent Acquisition team
What does that look like?
3. Attend meetings with the business to gain insight into
20
workforce planning and forecasting needs
21. A strategic Talent Acquisition team
What does that look like?
4. Focus on quality of hire – retention, promotion,
21
performance reviews are all a factor
22. A strategic Talent Acquisition team
What does that look like?
5. Hiring managers are recruiters, too – their networks and
22
alumni organizations, especially
23. A strategic Talent Acquisition team
What does that look like?
6. Expectations are clearly outlined and agreed upon during
23
the intake meeting
24. A strategic Talent Acquisition team
What does that look like?
7. Too hard to fill? Look at supply & demand data, utilize
24
SEO/SEM more, gain help from a dedicated sourcer, ask
the marketing division for ideas
25. A strategic Talent Acquisition team
What does that look like?
8. Process is not our largest focus – now turning to pipeline
25
management and becoming a strategic advisor
26. A strategic Talent Acquisition team
What does that look like?
9. Our careers page is our top source of hire – make it a true
26
destination site
27. A strategic Talent Acquisition team
What does that look like?
10.Survey hiring managers, new hires, and non-hires for
27
satisfaction and attraction
28. A strategic Talent Acquisition team
What does that mean overall?
…like we’re decision influencers.
28
29. “…but how do we get there?”
29
Build a business case Educate and train Invest in tools and resources
Convince senior leadership
about your intent and vision
Gain buy-in from your Talent
Acquisition management team
Be prepared for some leaders in
various departments/divisions to
not agree with this model – work
to gain support from “up top”
Educate your team on why this
is critical for your company and
ask for their ideas on how to get
there
Train, train, train and measure
performance (surveys and
quality of hire (over time)) -
Some of your team might leave
– that’s ok! For both you and
them.
Continue training and educating
– making sure the team attends
professional development
events/webinars/conferences
Celebrate individuals on the
team that have small and large
wins – especially to gain buy-in
and role-modeling
Get the right tools that support a
strategic model
SEO/SEM
CRM
employment brand
passive outreach
Explore options for dedicated
sourcing specialists – maybe a
team of sourcers
Possibly engage a 3rd party
recruitment consultant
organization to help, but it’s not
necessary
30. Be a visionary.
• Less stress on the Talent Acquisition team, promoting better
retention
• Strengthen the critical need for Talent Acquisition within the
company
• Better talent means a better business – period.
Various divisions were starting to ask for talent at a much faster rate than we could deliver. And the quality of applicant applying to our jobs simply didn’t have enough depth.
Even being a well-known brand, we weren’t seeing exceptional talent “knock down our door” as much as we would like – forcing to us post the job longer and sometimes settle for a weak batch of applicants.
If we can’t deliver top talent to our hiring managers, there was fear of what might happen to our department?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Hiring manager assumptions may be incorrect – key characteristics of person for the role, labor market trends, and from where to source, effectively.
Satisfaction is important, but we need to make an impact and challenge the status quo.
Constant pipelining of talent, especially for harder-to-fill roles, is an absolute must. Your TALENT competitors are starting to invest.
Proactive versus reactive
Gives credibility when Talent Acquisition truly understands the business and how to speak the “language” of the business
Creates authority when challenging hiring manager assumption
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Comfortable volume of requisitions for the type(s) of role being hired
Strong understanding of data mining and pipeline techniques
Attend meetings with the business to gain insight into workforce planning and forecasting needs
Focus on quality of hire – retention, promotion, performance reviews are all a factor
Hiring managers are recruiters, too – their networks and alumni organizations, especially
Expectations are clearly outlined and agreed upon during the intake meeting
Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas
Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor
Our careers page may still be our top source of hire – make it a true destination site
Survey hiring managers, new hires, and non-hires for satisfaction and attraction
Too many requisitions for one person to handle
“Post and pray”
Talent Acquisition only hears about the vacancy the day the person leaves
Focus on time to fill
Hiring managers expect Talent Acquisition to do most of the leg work with attracting talent
“Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which ones they want to interview
Too hard to fill? Let’s try posting on a job board…
Process driven recruiting team – great at following directions
Our careers page is our top source of hire
What do our hiring managers and new hires think of us? Are they satisfied?
Less stress on the Talent Acquisition team, promoting better retention
Strengthen the critical need for Talent Acquisition within the company
Better talent means a better business – period.
“Begin with the end in mind.”
Less stress on the Talent Acquisition team, promoting better retention
Strengthen the critical need for Talent Acquisition within the company
Better talent means a better business – period.
“Begin with the end in mind.”