Blog
DIY: 3 Steps to Doing Your Own Talent Acquisition Audit
Why is now the best time to evaluate and improve hiring in your organization? Because waiting for the perfect moment is futile. The talent marketplace evolves unpredictably, with some skills becoming increasingly scarce (AI, data analytics) while others are more abundant than ever (cashiers, call center rep, sales agents). Hiring leaders demand swift, high-quality hiring, and senior leaders are reluctant to fund more recruiters. Continuing to rely largely (or solely) on job postings is ineffective in today's changing landscape. Read on to discover strategies to take charge, assess your talent acquisition function, and prioritize improvements to make hiring faster and better.
The Data Dilemma: Navigating Challenges to Becoming a Data-Driven HR Function
In today's fast-paced business environment, HR teams are increasingly turning to data and analytics to drive informed decision-making. The concept of data-driven HR has gained significant traction, with organizations leveraging data to optimize talent acquisition and talent management, and connect HR efforts and outcomes to business results. However, despite the potential benefits, many HR teams face significant challenges when it comes to obtaining and effectively analyzing data. This column explores the underlying challenges, why data acquisition is difficult, the conflict between being "customer-focused" and data-driven, and the struggle to utilize data for outcomes that align with critical business operations.
4 Great Questions to Ask HR Leader Candidates, and the Answers to Look For
HR, Talent and TA professionals are generally very good at being interviewed. But that ability doesn’t correlate with true talent management, recruiting or leadership skills. *Your* skills as an interviewer are key to getting beyond showmanship and...
Interviewing Isn’t Enough: The Best Way to Hire Recruiters Now
Struggling to hire recruiters who excel beyond the interview? Old school style interviews don’t cut it when it comes to assessing critical TA skills like prioritization, judgment, and influencing others. Discover In-Box Dash, an AI-powered solution that simulates real-world recruiting challenges, providing you with a fast, accurate way to assess and develop your team. A fast, accurate and cost-effective way to elevate your talent acquisition game, brought to you by TGA.
4 Great Questions to Ask Prospective Talent Acquisition Leaders – and the Answers to Look For
Let’s face it: recruiting professionals are generally very good at being interviewed. But that fact doesn’t correlate with excellent recruiting or leadership skills. A TA leader position can be among the most important roles in an organization. Here are some tough but fair questions to ask your finalists and, more importantly, the right answers to look for.
Re-Engineering Recruiting: Tips for Assessing and Improving your Talent Acquisition Function
Now might be the optimal time to re-engineer your recruiting processes. Start by objectively determining which metrics are most important to your business, how to evaluate them and the best approach for improving these outcomes.
9 Reasons Why Changing Your HR Org Structure Won’t Fix Your HR Issues
Changing the organizational design within HR may seem like a logical step to address issues and pursue a transformative HR strategy, but moving boxes on a chart rarely improves measurable outcomes. This article outlines why simply altering the HR org design won't fix underlying issues or transform anything, much less your HR strategy.
Strategic Human Resource Management: Not All Roles Are Equal
In the last few years, McKinsey, Corporate Executive Board, PwC and others have concluded that HR still has "far to go" until it reaches the status of a true business enabler. While the tone of these studies might be different and the "pile on"...
Technology is Not the Answer to Your Hiring Problems
The volume and variety of TA technologies on the market would lead even experienced HR professionals to believe that at least one of them must be the key to improving the speed and quality of hiring. After all, even during these difficult economic...
Simplifying Workforce Planning: Practical Tips for HR Leaders
In today's data-rich landscape, workforce planning is essential for HR leaders to identify talent-related priorities and investments. While tools like Visier and Tableau provide instant and slick access to data, the challenge lies in ensuring its accuracy, deciphering its true meaning and turning it into actionable plans. By focusing on key metrics such as attrition rates and tenure distributions, HR leaders can create directionally-accurate workforce plans that can evolve over time to enable their organizations navigate the most complex talent marketplace we've ever known. This article details a roadmap that will help HR leaders build a simple workforce plan that will allow them to address the most important people-related trends in their organization, now and in the future.
The Most Important Recruitment Metric: Quality of Hire
At the end of the day, Talent Acquisition is only as good as the people they hire.
Hiring Manager Satisfaction Surveys: The Worst Thing to (Still) Happen to Talent Acquisition
Hiring managers rating recruiters on how well they filled their job does nothing but reinforce arcane and counter-productive behaviors. Rather than asking: "Do you like us? Were we responsive and pleasant? Did you like our candidates?", Talent Acquisition teams should be measured on hiring speed and quality. Note: by "quality" we mean how well did new hires stay in the role and how well did they perform. Because, like it or not, if TA isn't hiring people who stay and perform, something is amiss. Hiring managers, in turn, will *really* like recruiters if they hire top talent who stay longer than their predecessors. But, if you just can't let these surveys go, read on for tips for best positioning these surveys.
