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Talent Professionals Tell All: Words of Wisdom from the Front Lines

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Take your recruiting career to the next level with advice from top recruiters and recruiting leaders. Soak in these words of wisdom from the recruiting front lines.

Published in: Recruiting & HR
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Talent Professionals Tell All: Words of Wisdom from the Front Lines

  1. 1. Words of wisdom from the recruiting front lines
  2. 2. We asked recruiters and recruiting leaders around the world to share their top priorities, biggest mistakes, and best career advice. Here’s what they said.
  3. 3. What’s your top talent acquisition priority in 2015?
  4. 4. Cracking the passive pool and hiring the best sales people and developers. Matthew Jeffery Head of Global Sourcing & Employment Branding, SAP
  5. 5. Being seen, being found and gaining share. I want to grow our employer brand and really bring to life the Diageo culture externally to attract the best talent. I want to create a source of competitive advantage for my organisation through the work we do. I want my team to be proud of their contribution to the success of Diageo and ultimately I want them to love what they do. Claire Macintyre VP, Global Resourcing, Diageo
  6. 6. Talent Branding initiatives are my top priority this year. We are crafting strategies around providing the outside world an inside glimpse on who we are as a company, our culture and why we are an employer of choice. We are especially excited about our career video project which should be completed this summer. Tara De Jonge Global Talent Acquisition Manager, 2020
  7. 7. What excites you most about your job?
  8. 8. We spend all day talking to candidates and future employees…helping people find the roles and environments where they can thrive and do the best work. Claire Macintyre VP, Global Resourcing, Diageo
  9. 9. I love to work in a position that has a deep impact upon the organization as well as in the life of individuals…you can change someone’s life by changing their job. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer 9
  10. 10. The most exciting part of my job is the challenge of the hunt. When I get a new position to work on, I’m chomping at the bit to start screening profiles and get on the phone. Dylan White HR Recruitment Consultant, SAP 10
  11. 11. Industry knowledge that I learn and pick up on a daily basis through research and interviews. Stacy Zeller Recruiter, BP 11
  12. 12. Seeing the professional growth of those I have been able to work with and helping to connect people to their next opportunity of a lifetime is definitely something that keeps me passionate about recruiting. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn 12
  13. 13. Stretch assignments that push you out of your comfort zone are excellent ways to add tools in your tool box and further expand on your growth and development. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies
  14. 14. What are your tips for closing candidates faster & getting a better candidate acceptance rate?
  15. 15. Many recruiters often have the compensation discussion at the beginning of the recruiting lifecycle and do not revisit the topic until much later in the process…Be overly persistent about keeping up with the candidate’s other interview activity and potential offers. A candidate’s target salary can be extremely fluid throughout an end-to-end cycle, and it’s important to remain current on what it will take to get the deal done. Dylan White HR Recruitment Consultant, SAP
  16. 16. I believe that when candidates do not accept offers it usually comes down to the recruiter focusing more on the me rather than the we...Always ask why. This will help you understand what your candidate is really thinking. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  17. 17. If you are thorough on the front end and address all of the candidate needs, provide them with accurate information, positive experience, then you shouldn’t have a difficult time closing on the back end. Stacy Zeller Recruiter, BP
  18. 18. Who & what do you turn to as resources for doing your job better?
  19. 19. I always ask my team for ideas on how can we do our job better. We conduct hundreds of recruiting processes every year, and my team always has ideas about how to improve the process and make it more efficient. I also constantly learn from the candidates. During the interview, you learn a lot not only about the candidate but about the market as well…Finally, consistent feedback is very important not only to the candidate but also for us as recruiters. We send satisfaction surveys to candidates and clients to get ideas about how we can improve. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer
  20. 20. I rely on hiring managers, organizational leadership, networking and research. Connecting and learning with hiring managers is a greatly undervalued tool in recruiting…Organizational leadership is also key to becoming a great recruiter in the sense that they have a vast background of experiences to share with you and have a lot of hacks to offer in your daily routines. In terms of networking, I never pass up the opportunity to attend a relevant technology or recruiting conference and I try to make as much time to attend Technology User Groups or MeetUp.com events. Dylan White HR Recruitment Consultant, SAP
  21. 21. Joining relevant groups on LinkedIn is also a great way to get a pulse on what is of interest to your area of focus. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  22. 22. I’m always looking for ways to learn, grow and elevate my team to be great. I attend relevant webinars, read white pages and participate in recruitment specific conferences such as Talent Connect, as much as I can. Using these mediums to learn from other likeminded professionals who share my passion is a great way to gain insight on recruitment best practices. Just because something is working well doesn’t mean you can’t learn new ways of making it even better. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies
  23. 23. What are your tips for becoming a better sourcer or recruiter?
  24. 24. The number one complaint is the lack of proper feedback. My team and I try to minimize this by tracking the applicants and making sure that they receive timely feedback and have open channels of communication with us. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer 24
  25. 25. Research is key…Look up acronyms, try to find informational YouTube videos, and don’t be afraid to ask candidates to explain concepts or complex ideas about their discipline that you might not fully understand. Dylan White HR Recruitment Consultant, SAP 25
  26. 26. Research and pay attention to the market. I spend quite a bit of time following competition and financial markets to pick up on potential challenges and opportunities. Stacy Zeller Recruiter, BP 26
  27. 27. Lead with data. LinkedIn allows you to understand so much about any talent pool you might be interested it. Using this data to influence and advise is becoming a must have skill for sourcers and recruiters. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn 27
  28. 28. What was a mistake or difficult situation you learned from?
  29. 29. I learnt a great deal when implementing our new talent engagement framework. Leading a team of people through change is very different than coaching them through. I learnt the importance of good communication — don’t assume it is happening how you planned it to or that people fully understand it…you need to over invest in this area. Stacy Zeller Recruiter, BP
  30. 30. A difficult situation I learned a lot from was coming to the realization that I belonged in recruiting, not sales. Although they both share a lot in common in the sense that you are selling someone on something, they are very different…It took me a while to realize that instead of cold calling and selling staffing services, my passion was working directly with the candidates to improve their careers and job satisfaction. Dylan White HR Recruitment Consultant, SAP
  31. 31. Falling for the seductive words of the armchair consultants in this industry. Those people with self promoted brands and egos bigger than their list of achievements. You know the people. Never enacted what they preach. Like driving instructors who can't drive!!! Classic armchair football managers. Social Media and the conference circuit has allowed the rise of the 'Power Egos.' Research wisely who you trust to advise you. Matthew Jeffery Head of Global Sourcing & Employment Branding, SAP
  32. 32. Prioritizing all of the information and technology available, sticking to a few, and using them really well. You can search endlessly with the technologies available, but having a strategy and prioritizing your efforts helps tremendously, is still something I struggle with. Stacy Zeller Recruiter, BP
  33. 33. When I first started my career in recruiting and was eager to show results, I can think back to several placements that were not the right match for the person who took the role or the company that hired them. Understanding that just because I could place someone into a particular role doesn’t mean that it is the right thing to do for that person’s future success is an important lesson I have never forgotten. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  34. 34. How does LinkedIn help you?
  35. 35. I use LinkedIn for sourcing, social media, and self-admittedly, to keep tabs on who has looked at my profile…I would estimate that I spend an average of 20 hours a week in LinkedIn recruiter to source talent and 5 hours a week utilizing LinkedIn as a social network — sharing articles, making connections, and mining through my newsfeed. I find the intellectual content shared on LinkedIn to be a breath of fresh air from some of the superfluous stuff you see on Facebook. Dylan White HR Recruitment Consultant, SAP
  36. 36. I check LinkedIn daily, and usually several times throughout the day. Use it to search, market, and follow industry and recruiter related news. Stacy Zeller Recruiter, BP
  37. 37. Both Linkedin.com and LinkedIn Recruiter are fully integrated throughout most of my workday. Without these tools, I literally could not do my job. One of my favorite quotes is: ‘If I recruited for a company and they took away LinkedIn, I would quit.’ Although there is little chance of that happening at LinkedIn, that is how strongly I feel about the platform when it comes to my work as a recruiter. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  38. 38. LinkedIn isn’t an option in my view, it’s a necessity. Through search and InMail features, LinkedIn gives unprecedented access to both the active and passive workforce, tools I didn’t have access to in my early recruitment days. Recruitment trends today revolve around everything social media related. Businesses need to leverage sites like LinkedIn and invest in good Talent Branding strategies in order to remain competitive and attract the new generation of job seeker. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies
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