Our recent research found that only 36% of in-house recruiters feel their business places a lot of value on their TA team.
In our recent webinar @HRCurator, Dave Millner, joined our CEO Will Hamilton to talk about how TA teams can better demonstrate their value.
“TA teams typically measure metrics like candidate experience, cost of hire and customer experience” says Dave. “We know these are important. But if you aspire to be valued differently, you need to demonstrate why these metrics are important in a different way."
Applying stronger communication, influencing and storytelling skills help to better demonstrate the value of the team. These skills will become even more important as we move from an analogue to a digital world, with more elements of recruitment becoming automated.
Future-proofing your talent acquisition team
Automation will reduce the time spent on repetitive tasks by talent acquisition teams (perhaps taking on up to 85% of digital activity according to Dave), so what does the future talent acquisition team look like?
Dave shared his advice on the skills that TA teams will need using his 6C's framework:
Commercial: “You can always be commercial you can’t always be strategic” he says, urging TA to think differently. TA teams are often focused on trying to be more strategic he says, when really we need to become more commercially adept.
Credible: “A credible TA team is a trusted advisor, rather than a resource to be used when needed”. Credible TA teams speak in a voice that excites and inspires. They use their influencing and storytelling skills to build credibility by combining insights from data with effective communication to the business.
Courageous: “Do we have the courage to challenge hiring managers?” Nothing is going to change unless we challenge it says Dave, and TA teams require courage to help bring about change.
Confidence: “Don’t be afraid to advocate and share successes you have every month”. This is an opportunity to educate the wider business on the value of the TA team, boosting credibility at the same time!
Capability: “We need to be open to a different mindset and new ways of doing things,” says Dave. This might require some new capability development in the team – as was also highlighted by our research. Think about the new set of skills that your team might need and put development plans in place.
Connected: “Talent acquisition doesn’t stop when the hire is made”. The future of TA will move beyond finding the right person for a role. Use collaboration and your organisational connections to extend TA into onboarding, learning, development and performance.
With these points in mind Dave illustrated, through client stories, how successful TA teams have changed perceptions within their organisations and become high performing teams. One key concept is the idea of creating a compelling story to help TA teams show the potential commercial impact they can make.
Storyboarding is a great way to start this process by mapping out changes to the talent acquisition process.To create your story:
- Ask for feedback on current hiring, are your stakeholders happy with speed, quality, attrition?
- Can you identify which parts of the TA process are true indicators of future performance?
- Think creatively. Recommend changes even if they’re not the obvious ones (for example slowing down the time to hire in order to increase quality)?
- Can you quantify the financial impact of changes in the recruitment process? For example, in terms of individual performance, team performance and hiring costs?
Technology and automation are changing the way TA works, but that means there’s more need than ever for great people to do what technology can’t. Effective, impactful TA teams use technology to create insights and communicate them in a compelling way.
You can listen back to our webinar here to hear the full examples from Dave Millner.