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- Become a stronger strategic partner to the business!
Become a stronger strategic partner to the business!
Plus several job openings!
Bonnie Dilber
August 16, 2024
Level up candidate experience and close more offers with candidate.fyi!
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How can Talent Acquisition Influence Leadership?
This week’s question can from Natassia Matin, and she invites people to connect if they want to discuss this topic further!
She asks: “Ever since 2012, after repeatedly hearing about recruiter ghosting, I have been obsessed with the question of how we can digitally, or otherwise, elevate the stance of recruiters to where we are perceived as strategic partners. Hiring Managers often don't play on a level field. Let's discuss how we can collectively and individually garner the respect of Hiring Managers.”
Here’s what you all shared!
To elevate recruiters to strategic partners, I find it helpful to first lead by example: establish clear processes, proactively communicate with hiring managers, set KPIs, and utilize data as much as possible. Boundaries are important, and so is remaining open to feedback and keeping the emphasis on shared goals. By adopting a project manager's mindset, we can influence without authority, build strong relationships, and ensure accountability. It's definitely a delicate dance! It's also important to note that this spirit of cooperation must be modeled from the top down, with leadership fully on board.
I have found data to be critical in positioning talent acquisition as a strategic partner. This includes providing talent intelligence and market analysis, target dates for the process, and systems for data driven decision making. I have found many departments see HR as bureaucratic and process, so we have to break that down by demonstrating our strategic approach to hiring. We prove our value by delivering results they can’t achieve without us.
I have worked with hundreds of recruiters over the course of my career, and the ones who command the most respect from the C-suite are those that communicate a strong plan, an understanding of the business, and most importantly, deliver strong results.
Many recruiters claim they can recruit for any function and do not make it their job to understand the business. In my current position, I see this disconnect with our own recruiters. My advice to that team is always that they need to partner with the HRBP team to understand the business unit goals and strategy, and align their work to those goals.
Hopefully those ideas sparked some thinking for you all! If you’d like to contribute a challenge to get input on, or share insights to help the community, you can submit them here.
<REPOST>
We’ve doubled in readership between the first and second issues! So I’m including the overview a second time. 🙂
My goal is to use this platform as a way to build community and amplify the voices of those who are doing really great innovative work out there. If you want to contribute, you can always do so here!
I’m not an expert, but I’m pretty good at curating the awesome stuff happening out there!
So you can engage in this community in three ways:
You can share best practices or innovative things you’re trying in your work place.
You can pose questions or challenges you’re having to get feedback and input from the community. These will be shared in each issue so we can all collect and share new ideas with other HR and talent leaders.
You can share ideas to the questions and challenges shared so others can learn from your experience.
And maybe through this process, we all gain some new ideas, connect with like-minded peers, and create change within our own organizations.
As an added bonus, I’ll also include a “Community Requests” section at the end. Looking for a like-minded talent practitioner to join your team? Looking for references on an HR tech tool? Looking for your next job in HR? Drop your request at the link below and I’ll include it in the next issue!
Let’s get to work!
We’ll publish bi-weekly issues every Friday. The next issue will come out in two weeks - so Friday, August 30th.
On Mondays, anyone who has signed up as a “contributor” will get an email with that week’s question, along with a deadline to respond.
To receive next week’s question, you must be signed up as contributor by 11 am PST on Monday, August 19th. You’ll only need to sign up once, and will be included until you request to be unsubscribed.
To submit a challenge, share opportunities, etc., you can submit as often as you’d like.
There’s just one link (and my apologies - the first few folks got a version that may have required multiple sections to be completed, but that’s been fixed!) that you can use to engage with the community in any of these ways!
candidate.fyi helps you win over the best candidates through a customer-centered approach to hiring. Your candidates get a landing page with customized information throughout their interview, and opportunities to provide real time feedback that helps you made adjustments and identify closing risks early.
The platform integrates with over 30 ATSs, helping you seamlessly integrate scheduling, pulse surveys, product discounts for candidates, and more into your hiring process. They even offer direct booking links that hiring teams can use for free!
If you’re losing candidates in your hiring funnel, or seeing those offer acceptance rates decline, candidate.fyi may just be the solution to helping you win the best talent.
Awesome Talent Practices in the Wild!
This section will share innovative ideas and practices from individuals and companies. I’ll share some that I spy, but you are always welcome to brag about your work!!
Here are a few easy tips from Ndidi Okafor for ensuring that you’re not asking illegal interview questions. Hopefully we’re all aware of what is/isn’t off limits but it never hurts to reflect!
I came across this perspective around employee equity from Melissa Rosenthal that I found an insightful consideration when thinking about compensation packages.
Here’s a simple, low lift tip from Katie Rakusin around a best practice for video interviews. This requires virtually no effort for interviewers, but can be an impactful accommodation for candidates!
Supporting our Community
Looking for a job? Hiring? Got a resource to share? Send them my way!
This is purely for fun, but if you want your LinkedIn profile roasted, check this out!
I’ll be speaking at RecFest alongside lots of other amazing talent folks. If you’re going to be there, let me know, I’d love to connect! If you’re interested, grab your tickets! (Feel free to use the code BonnieDilber50 for 50% off - I don’t benefit in any way so no pressure!)
Jon Troy is hiring a Manager of Talent Services for his company, Working Together, that supports education and non-profits with hiring. I know Jon and am happy to make an introduction if helpful! This role is remote, but must be based in TX.
Roofr is hiring remote recruiters (one in Canada, one in LATAM). Please apply directly if interested.
And Julia Arpag is hiring a recruiter - remote, but must be in GA, NC, or NJ.
