August 25, 2022

Don’t lay off your internal recruiters. π†πžπ­ 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐒𝐜.Β Part 2!! Crowdsourcing and collaboration is amazing.

Authors:

17 πŒπŽπ‘π„ projects for Talent Acquisition professionals.

➀ Forecast hiring needs for the upcoming year/quarters Tom Lynch

➀ Design internal apprenticeship and job shadowing programs for current employees. Let them try other roles in the org. Megan Thornton

➀ Build a campus ambassador program (great employer branding and engagement of former interns) Aspen Plummer

➀ Consult your DEI programs/ERGs to identify additional diverse talent pipelines David Clark, MSc

➀ Create a plan to measure the results of these initiatives. Continuous improvement & ROI are key to making the long-term business case. Rasha Saad, CIR, PRC

➀ Palo Alto sends their TA team to work within the business. Great way to increase skills and knowledge of the business so they are stronger when they return. Gail Houston

➀ Create (or update) SOP for the TA team to support best practices and TA team professional development. Tessana Nemenski

➀ Research alternative ATS systems/HRTech that could expedite process flow. Also, Tessana Nemenski

➀ Create ‘new hire feedback surveys’ at the 30, 60, and 90 day marks. Use data to improve candidate experience. Also, David Clark.   
➀ Consider a CSM (Customer Success Manager role). They have many transferable skills (eg. project management, negotiations, detail-oriented, valued-based selling). Michi Hu Pezeshki

➀ Design an employee referral program to identify great candidates from your existing employees. Also, Megan Thorton.

➀ Evaluate your employee referral program through a DEIB lens. me

➀ Create videos for interview prep of future candidates. Alex Campo

➀ Cross-train TA team. Help them learn new domain specialties (tech recruiters learns finance recruiting). Marissa P.

➀ Create an internal role rotation program for HRBP/People Ops/TA/Comp/L&D. Catherine H.

➀ Conduct team building classes and activities throughout the organization to increase collaboration. Karam S.

➀ Build a compensation philosophy. Ensure alignment between business unit leaders, HR, c-suite, the most recent comp data, and what your organization can afford. Also, Megan Thornton

Ideas are lightly edited for clarity. Any mistakes are unintentional.Β 

Need help scaling fast? Hirewell‘s Managed Recruiting provides a dedicated Account Lead to manage recruitment functions with the support from the Hirewell team and suite of tools. DM me to learn more.

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