Cameron Robinson’s Post

Ever wonder which teams really drive your business's growth? Sales and Marketing are obvious ones, but don't forget about Talent Acquisition! Think about it 💡 who's making sure you're hiring the top salespeople, marketers, and all the other amazing team members? Despite their crucial role, Talent Acquisition often faces perception challenges. If you're not in TA but see it as a cost to manage and are ready for a fresh approach, give this article a read 👀 Or, if you're in TA and fed up with being seen only as an expense, check out this article for ideas on how to change that perception 🎯 Thanks to SmartRecruiters for working with us on this one 🛠 https://lnkd.in/eNZW4AW3 #ValueOfTA #TalentAcquisition #Hiring #Recruitment Talent Sarah Blanchard Jaimee Rangi Cameron Robinson Stephanie Horgan

When it comes to hiring, CEOs are laser-focused on key statistics that show the effectiveness, efficiency, and impact of their recruitment strategies. As recruiting professionals, we know exactly which numbers they care about, and here’s why these stats matter: • Cost per Hire This metric sums up the total cost of bringing on a new employee, from advertising to agency fees to recruiter hours. CEOs want to maintain a balance between keeping costs low while ensuring they’re attracting top-quality talent. • Quality of Hire CEOs care about how new hires perform and contribute to the company’s goals. This is measured through performance reviews, retention, and the overall impact on the business. • Employee Retention Rate Retention rates reveal how many employees stick around after being hired. High retention rates are a sign of strong recruitment and a positive work environment. For CEOs, poor retention means higher costs and disruption to the team. • Time to Hire A quicker time to hire signals an efficient process, which means less downtime and fewer gaps in productivity. For CEOs, this is crucial to staying competitive in the job market. • Diversity Metrics Tracking diversity metrics allows CEOs to ensure they’re building inclusive teams that reflect the world around them, which also resonates well with customers and investors. • Candidate Experience A great experience can boost the company’s reputation, while a poor one can scare away top talent. CEOs recognize that every touchpoint, including hiring, shapes their brand. • Employee Productivity CEOs measure the productivity of new hires to make sure they’re delivering on the job. High productivity means successful recruitment and onboarding. • Hiring Source Effectiveness CEOs want to get the most out of every hiring dollar, ensuring their efforts bring in top-tier talent. • Offer Acceptance Rate CEOs keep an eye on how many job offers are accepted. A high acceptance rate suggests their compensation packages and overall offer are appealing and competitive. • Employee Engagement Levels Engaged employees work harder and stick around longer. CEOs use engagement data to improve hiring practices and ensure the workforce is motivated and productive. These metrics give CEOs a full view of how recruitment drives business success and their hiring processes that align with broader business goals, helping them to make strategic decisions that drive growth (https://lnkd.in/gU3hz_Xt). If you're looking for exceptional recruitment efforts that deliver outstanding results across each of these factors, contact us at ITEOM—where your hiring needs meet strategic excellence. workwithus@iteomtalent.com www.iteomtalent.com #RecruitmentMetrics #CEOInsights #HiringEfficiency #QualityOfHire #RetentionRates #CostPerHire #DiversityHiring #CandidateExperience #EmployeeEngagement #HiringStrategies #LeadershipHiring #TalentAcquisition

I spoke with experienced #TalentAcquisition leader Steven Davis on the evolving structure of TA teams and the impact of technology on #recruiterenablement Key Points Discussed: 1. Steve's Background: Steve shares his extensive experience in talent acquisition, having held leadership roles at organizations like Goldman Sachs and Wilson HCG. His expertise spans executive search, global TA management, and consulting. 2. Recruitment as a Multi-Faceted Job: I highlight how modern recruiters are expected to juggle various roles, from marketing to data analysis, often with limited tools. Steve suggests TA teams could be structured similarly to sales organizations, with specialized roles and structured training to maximize efficiency. 3. Importance of TA Team Structure: Steve advocates for a segmented approach within TA teams, akin to sales departments, where each function is distinct yet integrated. This structure can enable better career progression, cross-training, and overall team efficiency. 4. The Evolving Role of Technology: Steve and I discuss how technology, like AI and automation, is beginning to transform recruiting. However, despite advancements, the core tasks of recruiters have not changed significantly, which Steve sees as a missed opportunity. He emphasizes the need for TA leaders to rethink and restructure how their teams operate to fully leverage new tools. 5. Challenges in Adapting to Change: The conversation touches on why TA processes haven't evolved as much as technology has allowed. Steve points to a lack of strategic investment and innovation from both company leaders and TA professionals, who often focus solely on filling roles rather than improving processes. 6. Future Vision for Recruiters: I speculate on the future of recruiting, where recruiters may focus more on managing technology, designing candidate experiences, and providing data-driven insights, while routine tasks like sourcing and interviewing become more automated. Steve agrees although cautions against simply shifting tasks to hiring managers without truly enhancing efficiency. 7. Advisory Role of Recruiters: We both agree that the future of recruiting should emphasize advisory roles, where recruiters help with strategic workforce planning, internal mobility, and understanding employee lifecycles, enabled by technology to reduce transactional work. What do you think?

There are 4 key components that talent acquisition teams should focus on: ✅ Recruitments – quite a no-brainer. Working closely with hiring managers and the business to fill the urgent hiring needs. Too many companies stay in this ad-hoc mode all the time, and if you don't focus on the 3 other things, your talent acquisition will most likely be a growth bottleneck for your business. ✅ Building talent pipelines - you should identify what kind of talents you will be hiring in the future. For, if you know that you will hire many salespeople in the upcoming years, you should start building relationships with them, have intro calls, nurture them, etc. The goal is that when you can actually hire, you can hire people who know your company, get them hired faster, and do it cheaper. ✅ Build your employer brand. Imagine this: You decide to change your workplace --> Do you know where you would like to work? If you are like most you do. Brands are essential and more and more companies are choosing companies to work with based on the brand. You should identify your unique selling points and share stories about those selling points through stories and people working in your company. ✅ Development: automation, processes, etc. In order to build a scalable talent acquisition function, you should be focusing on building scalable processes, making sure you have an ATS in place, transparent interview processes, automation to run the boring and manual tasks If you succeed in all of these 4 stages, you will have a talent acquisition function that makes sure finding the right people won't become a growth bottleneck for your company.

In today's competitive corporate landscape, your operational team can often be the difference between progress and stagnation. They are the driving force that keeps your business functioning efficiently. Securing top-notch professionals in this field requires a mix of strategic planning, foresight, and a touch of innovation. So, how do you attract the very best in operational expertise? Your Employer Value Proposition (EVP) is your lure for potential candidates. It should communicate not just the material gains, but also the cultural, developmental, and emotional advantages of being part of your business. Recognise what sets your company apart and ensure your EVP mirrors these traits in a way that resonates with the goals of operational professionals. Read More: https://vist.ly/39jqy #recruitment #hiring #recruiters #evp #operationaljobs #operationalroles

📌 The Power of Effective Talent Acquisition in Building High-Performing Teams Talent acquisition is essential for the success of any business, whether it’s a startup or a major enterprise. It usually entails the process of locating, determining, and utilizing the ideal candidates for the specific position. Unlike the regular recruitment process that is focused on filling vacancies quicker, talent acquisition is longer and a more strategic approach to finding the right candidates. Effective talent acquisition strategies are the key components in building a high-performing team that will drive your business’ success in the long run. Talent acquisition offers a lot of benefits to the company that will soon translate into success. 1. Boosts company image If people become aware that you value top-quality talents and are investing in finding the right people in your company, they will want to be part of it. This strengthens your brand image which will make you desirable not just for applicants, but also for investors. 2. Reduces turnover rates Talent retention is just as important as attracting talent. With the right talent acquisition strategies, talent acquisition specialists will be able to make employees stay longer with the company which helps in creating a more positive and healthy work environment. Reduced turnover rates will also save you money in the future as you don’t have to constantly look for employees which can be costly. 3. Improves team performance One of the purposes of talent acquisition specialists is to ensure that the right people are in the right roles. This will allow good collaboration between team members which will initially improve team performance and business growth. C.Y #TalentAcquisition #HighPerformingTeams #BusinessSuccess #TeamBuilding #BPO

Exploring moments for businesses to consider expanding their team is crucial. 👩💼 👨💼 Hiring should be a strategic decision that aligns with organizational goals and market opportunities. When to look for new employees? Have a look at our recent artickle ⤵ https://lnkd.in/dRt7-P7V #strategichiring #EuropeanRecruitment #JNRecruitment

Thinking Beyond… 🚀 Why "How" You Hire Matters When building teams, much attention gets placed on "who" you hire - finding the best talent, recruiting unicorns, etc. But an equally important question is "how" you hire. The companies winning the war for talent have optimised their talent acquisition operations, technologies, and candidate experiences. They recognise great hiring is not just about skilled recruiters - it's about creating an overall ecosystem designed for hiring success. Your talent acquisition processes have a major impact on long term business objectives. Here's why optimising "how" you hire matters: 🏆 Enhances Employer Brand A positive, streamlined hiring experience makes candidates feel valued and enthusiastic about your company. This strengthens your employer brand and talent pool. ⚡ Improves Speed Efficient, well-designed hiring workflows reduce delays and bottlenecks. This decreases time-to-hire so you don't lose top talent to competitors. 💰 Lowers Costs Optimised recruiting tech stack and operations cut excess spending on job boards, agencies, etc. This significantly lowers your cost per hire. 📈 Boosts Productivity When recruiting processes are seamless, hiring managers spend less time interviewing and can focus on their priorities. Recruiters can spend more time sourcing. 🎯 Raises Quality of Hire Strategic hiring processes help assess candidates more effectively, improving screening and selection outcomes. Great teams start with great hiring experiences. There are always opportunities to improve your ability to attract, engage, evaluate and hire top talent. Take time to holistically assess your practices, tools and workflows. The investment will pay dividends in hiring better talent, faster, so don't underestimate the impact of “how” you hire. Let's connect if you want to build a talent acquisition strategy focused on process excellence! ✨

Applicant volume! A common thing at the moment when recruiting a role.   With TA teams being reduced and a more reliance on Hiring Managers to manage their open roles I've heard a concerning trend of unconscious bias creeping into recruitment processes. In particular, availability bias and anchoring bias.   Instead of assessing every CV on merit there is a focus on a small subset of candidates and neglecting others. Recruiters and Hiring Managers tend to place undue emphasis on early applicants, often clinging to an initial detail such as specific work experience.   This can lead to stronger, more qualified candidates being overlooked. As a result, reviewing CV’s can become inconsistent, swayed by recent candidates or initial impressions rather than an objective, case-by-case evaluation of skills and qualifications.   The impact: A poor hire that doesn’t meet the needs of your team and can then result in higher turnover, lower productivity, and extra costs.   Having a structured assessment criteria, consistent evaluation frameworks, and possibly automated tools to manage large volumes of applications more objectively is hugely important for any business. That is where Solve by Talent can help!   Check out our Talent Advisory services below: https://lnkd.in/gWv9irPM #unconciousbias #hiring #DEI

Rapid growth & recruitment! I was recently invited to contribute to a session on rapid growth and its implications on recruitment. I realised that many believe that, the solution for rapid growth is simply filling roles quickly... I am going to share some of the considerations that we juggle, to ensure true success. I hope you find this useful too... 💥 Recruitment pressure: how do we limit the pressure on the recruiting teams, on processes, and limit compromises on talent quality, for long-terme success? 💥 The employer's brand: rapid growth elevates a company's visibility, it also puts a spotlight on inconsistencies and negative experiences. How do we ensure the brand is not only preserved but elevated further? 💥 Process & automation: what can we leverage for the volume required, to respond to the market and internal limitations? What is working now and will no longer suit very soon? And how do we prepare a transition to new ways of operating? 💥Onboarding challenges: how do we ensure a seamless integration of the new recruits, without overwhelming internal resources? 💥 Global talent reach: we may need to recruit from different locations, how do we adapt to local realities, legislations, and sensitivities? 💥 Culture & diversity: rapid growth has a great impact on a company's culture. From a recruitment standpoint, how do we prevent cultural dilution or fragmentation? Rapid growth is also a great opportunity to build a more diverse workforce; how do we balance both without sacrificing one for the other? In a rapidly growing company, growth is accelerated with TALENT (speed), but long-term success is sustained with the RIGHT TALENT (power). It's just not about filling roles quickly... Good luck everyone, I hope this is useful. #sylviambemba