The agile management methodology brings concrete, measurable improvements to the companies who use it, from better stakeholder management and clearer priorities to faster delivery and go-to-market times. In recruiting specifically, it means a better way to prioritize hiring projects, improved visibility for both recruiters and hiring managers, and overall a more efficient, iterative recruiting process.
We've invited Mitzi Shafar, an experienced talent acquisition leader and currently lead partner at Talent Collective, to tell us more about the agile recruiting methodology.
29. Getting Started
Continuous planning Predictive hiring process Talent-focused design
ü Implement frequent
forecasting discussions
ü Use historical data to
identify trends in hiring
demand
ü Determine appropriate
staffing levels based on
performance metrics
ü Create “overflow” pool of
recruiters to deploy
against unexpected
spikes in hiring demand
ü Tailor employment brand
messages and job
descriptions for critical
talent segments (i.e.
diversity, STEM, etc.)
ü Understand candidates’
interests, motivations and
behaviors through use of
persona’s
ü Incorporate labor market
intelligence capabilities to
inform strategic talent
decisions
ü Identify alternative
sources for talent such as
gig/freelance workers
ü Focus recruiters on value-
add activities, reduce
administrative tasks
through use of RPA
solutions
ü Structure sourcing for
intelligence gathering and
pipelining of critical talent
segments