It’s the end of our first season of our live interview show, The Shortlist. Each week, Johnny Campbell joins some of the biggest TA and HR leaders to discuss what’s going on in the world, issues in TA and HR and to answer your live questions.
Each episode, we end the show by asking our expert guest for one piece of key advice that can cover dealing with common issues faced by talent acquisition teams, building and maintaining a successful career, or just being a better person. Here is what they had to say.
1. Measure on what really matters to the business.
“Stop allowing yourself to be measured on faster and cheaper. As long as TA is measured by time to fill and cost per hire, we are never going to be able to be measured by the outcome that we produce.”
Jerome Terrynyck, CEO, SmartRecruiters
A great starting point from our first episode. Jerome Terrynyck from SmartRecruiters offered his view on an issue that has been plaguing TA teams for the longest time – how do you measure success? He advises that talent acquisition teams push for measuring their success based on the impact their hires have on the business rather than time and cost of hire.
2. Get educated and act
“Try your best, and once you know better you should always do better. With D&I, once you have heard the pitfalls or gotten advice on it you should act.”
Joanna Abeyie, MBE
Diversity and inclusion expert Joanna Abeyie offered some simple advice for organisations – once you know something is wrong, act on it, and make sure it isn’t repeated.
3. Be appealing for the right reasons
“Be up front about the adversities and realities of your organisation. Protect the culture of your company by hiring people that are a match. Don’t just sell the sizzle of the role.”
Bryan Adams, CEO and founder, pHCreative
Making sure you attract the right candidates for your organisation is crucial. Employer branding expert Bryan Adams explained that flashy employer branding showing pool and ping pong tables is not the way to attract top talent, being open about the struggles, achievements and impact a candidate would have on your business is.
4. Remember what being a recruiter is all about
“Being a recruiter is a relationship business. The ability to build relationships, get people talking, build a network inside your business, and really understand your business is what will make a recruiter successful.”
Graeme Johnston, Director of Resourcing, Talent and Development, GVC Group
Who is going to argue with this? Graeme Johnston offered some evergreen advice that is applicable to every recruiter. Remember that this is a people driven business – build and maintain your relationships accordingly.
5. A good reputation goes a long way
“Build a good name. Do whatever you can to invest in others and support the community and your workspace. If you have that as your north star in your career, you will excel and you’ll build great relationships and networks.
John Wilson, Wilson HCG
Not just applicable to recruiters but no matter what your career path is, this advice will take you far. With every piece of work you do and every person you interact with, remember that what you do will grow or damage your reputation.
6. Follow the right people
“If you’re just starting out, find a leader not a job. Somebody you can learn from and somebody that will believe in you.”
Lars Schmidt, founder, Amplify
Another piece of advice for people who may be starting their careers. Work somewhere and under the leadership of someone who will care about your development.
7. Don’t let obstacles stop you from doing what is right
“P – I = R. Potential minus Interference equals Results. Have a goal and make that goal your potential. Then think of all the things that are going to challenge and potentially derail that goal, that is your interference. Attack all of that interference and get it out of the way so you can get results.”
Torin Ellis, Human Capital Strategist
Torin gave this advice in relation to diversity goals. Don’t just not try to achieve them because it will be difficult or face opposition.
8. Establish best practices and work towards them
“To get better engagement with hiring managers and help them get better at their craft, we need to establish what good looks like and then establish feedback mechanisms”
John Vlastelica, founder and Managing Director, Recruiting Toolbox
The first step towards improving any process is to step back and assess what good means to you. Once this is done, you can start to work towards that. This applies to life as much as it does to working with hiring managers – figure out what excellent is, then work towards it. Ask yourself what you need hiring managers to do and begin to establish this through consistently offering feedback.
9. Be flexible and ready for change
“You have to be adaptable. You can have a negative attitude to change and that will impact everything badly or you can look at change as an opportunity. ”
Jill Larsen, Chief People Officer and EVP, PTC
This advice is particularly relevant given recent events. HR and talent acquisition teams need to be more agile and able to cope with change than ever before. Your attitude towards change will directly affect your ability to cope with it.
10. Don’t be difficult to work with
“Don’t be a dick… Never lose sight of the difficulties of a job search, don’t make things complicated for people and look after your colleagues”
Bill Boorman, founder, #tru Events
Straight to the point and no holding back, as you would expect from Bill Boorman. It is great advice though. Don’t make things hard for others, do your best to be a facilitator to the people you work for, the people you work with, and the people looking for work.
11. Don’t forget about your existing talent
“The world of recruitment is changing and what managers forget is that they need to re-recruit the people that are already there.”
Dr Bev Kaye
In an episode about engaging, retaining and developing top talent, Bev Kaye left us with this reminder to look after the talent that we already have in our business. That internal mobility is key to retaining staff and a perfect fit for an open role may already be a part of your business in a different role.