Redesigning the role of Talent Acquisition from transactional to strategic

“Begin with the end in mind”-Stephen Covey

October 2014

Who is John?

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Why did United Airlines Talent Acquisition need to change?

Key talent. Faster

Overall quality of applicants lacked

Change. Or?

DISCLAIMER!We are not completely there yet, but “the plane is moving down the runway.”

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A transactional Talent Acquisition teamWhat does that look like?

1. Too many requisitions for one person to handle

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A transactional Talent Acquisition teamWhat does that look like?

2. “Post and pray”

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A transactional Talent Acquisition teamWhat does that look like?

3. Talent Acquisition only hears about the vacancy the day the person leaves

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A transactional Talent Acquisition teamWhat does that look like?

4. Focus on time to fill and other quantity metrics

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A transactional Talent Acquisition teamWhat does that look like?

5. Hiring managers expect Talent Acquisition to do all of the leg work with attracting talent

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A transactional Talent Acquisition teamWhat does that look like?

6. “Hurry up and wait.” Hiring managers want resumes yesterday, but then they don’t respond back about which candidates they want to interview

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A transactional Talent Acquisition teamWhat does that look like?

7. Too hard to fill? Let’s try posting on a job board…

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A transactional Talent Acquisition teamWhat does that look like?

8. Process driven team – great at administration

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A transactional Talent Acquisition teamWhat does that look like?

9. Our careers page is our top source of hire

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A transactional Talent Acquisition teamWhat does that look like?

10.What do our hiring managers and new hires think of us? Are they satisfied?

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A transactional Talent Acquisition teamWhat does this mean overall?

…like we’re order takers.

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…but simply being transactional isn’t good enough anymore.

Hiring manager assumptions are not always correct

Time to challenge the status quo

Warm pipelines are a must

Company brand does not equal talent brand

Get a “seat at the table”• Proactive versus reactive• Gives credibility when Talent Acquisition truly understands and can

speak the “language” of the business• Generates authority when challenging hiring manager assumptions

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A strategic Talent Acquisition teamWhat does that look like?

1. Comfortable volume of requisitions for the type(s) of role being hired

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A strategic Talent Acquisition teamWhat does that look like?

2. Strong understanding of data mining and pipeline techniques versus “post and pray’

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A strategic Talent Acquisition teamWhat does that look like?

3. Attend meetings with the business to gain insight into workforce planning and forecasting needs

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A strategic Talent Acquisition teamWhat does that look like?

4. Focus on quality of hire – retention, promotion, performance reviews are all a factor

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A strategic Talent Acquisition teamWhat does that look like?

5. Hiring managers are recruiters, too – their networks and alumni organizations, especially

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A strategic Talent Acquisition teamWhat does that look like?

6. Expectations are clearly outlined and agreed upon during the intake meeting

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A strategic Talent Acquisition teamWhat does that look like?

7. Too hard to fill? Look at supply & demand data, utilize SEO/SEM more, gain help from a dedicated sourcer, ask the marketing division for ideas

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A strategic Talent Acquisition teamWhat does that look like?

8. Process is not our largest focus – now turning to pipeline management and becoming a strategic advisor

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A strategic Talent Acquisition teamWhat does that look like?

9. Our careers page is our top source of hire – make it a true destination site

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A strategic Talent Acquisition teamWhat does that look like?

10.Survey hiring managers, new hires, and non-hires for satisfaction and attraction

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A strategic Talent Acquisition teamWhat does that mean overall?

…like we’re decision influencers.

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“…but how do we get there?”

Build a business case Educate and train Invest in tools and resources

Convince senior leadership about your intent and vision

Gain buy-in from your Talent Acquisition management team

Be prepared for some leaders in various departments/divisions to not agree with this model – work to gain support from “up top”

Educate your team on why this is critical for your company and ask for their ideas on how to get there

Train, train, train and measure performance (surveys and quality of hire (over time)) - Some of your team might leave – that’s ok! For both you and them.

Continue training and educating – making sure the team attends professional development events/webinars/conferences

Celebrate individuals on the team that have small and large wins – especially to gain buy-in and role-modeling

Get the right tools that support a strategic model

SEO/SEM CRM employment brand passive outreach

Explore options for dedicated sourcing specialists – maybe a team of sourcers

Possibly engage a 3rd party recruitment consultant organization to help, but it’s not necessary

Be a visionary.• Less stress on the Talent Acquisition team, promoting better

retention• Strengthen the critical need for Talent Acquisition within the

company• Better talent means a better business – period.

“Begin with the end in mind.”-Stephen Covey