Last Updated on October 4, 2022 by Stacey Smith
Trust us, we know how lonely it can feel on the front lines of talent acquisition (TA). Candidates who disappear, hiring managers who take weeks to approve postings and competitors who know just when to swoop in with a better offer. One of the reasons it can also feel a bit lonely is that recruiters are sometimes isolated from important talent acquisition stakeholders. This article looks at why cross-functional support for talent acquisition is important and offers a few questions you can use to test your TA teamwork.
In some organizations, the hiring process feels like a one-way trip. Managers send requisitions and job descriptions; recruiters work their magic and offers are signed. Of course, it’s usually a bit more complicated than that, but do you have the collaboration in place your recruiting team needs to get those candidates into the funnel?
Recruiters know that job descriptions tell only part of the story about what the hiring manager and the organization actually need. For example, studies show that “belonging” is a greater predictor of performance and retention than pay or benefits. By helping the TA team understand the type of person who will fit well with the team, managers can improve the quality of candidates and their likelihood of landing a star. Speaking of stars, managers and executives should also be supporting TA by leveraging their networks.
Recruiters may also need to work with the Marketing team to find ways to reach a broader slice of the labour market and build a compelling employer brand story. In our Q1 survey, 100% of respondents said they were working to improve their application and candidate communication processes, which means functions such as IT or Marketing may be important stakeholders here too. Things to consider:
- Are your managers ready to be recruiting rock stars?
- Does your TA team have the right connections with Marketing, IT and other functions?
- Is TA connected to your DE&I commitments?
- Is your executive team promoting your employer’s brand?
- Do your recruiting stakeholders understand their role in the process?
In a tight labour market, it’s often necessary to make adjustments during the hiring process. Perhaps the level of experience or mandatory skills needs to be adjusted to attract more candidates. In some cases, a signing bonus might do the trick – In fact, 62% of employers in our survey are using them.
As candidates move through the funnel, recruiters need to prepare managers to conduct effective interviews and give quality feedback. Managers and recruiters also need to work closely to discuss offer strategies, start dates, work locations and more to help close great candidates quickly.
In any of these cases, recruiters need to have a great relationship with stakeholders so that tactics and expectations can be adjusted on the fly. Things to consider:
- How quickly can recruiters schedule interviews with hiring managers?
- Have hiring managers taken any interview training or coaching?
- How do recruiters receive feedback from hiring managers about candidates?
It’s also important to give your TA team a broader view of the organization so they can support strategic planning and build the talent funnel your organization needs for the future. For example, most recruiters are focused on the small number of roles they are working to fill, but they will often come across candidates who might be a great fit elsewhere. What processes do you have in place for them to refer candidates to other roles or to other recruiters?
Make sure stakeholders are keeping your TA team in the loop about planned talent needs, such as parental leaves, special projects that require new talent and changes to the organization that will require new hires. Things to consider:
- How do your TA team members network internally with each other?
- Where do recruiters go to get strategic information about coming talent needs?
- What tools help the team plan for the next two or three quarters?
When talent acquisition teams are able to work across functions with multiple stakeholders, they can better support immediate and long-term talent needs.
HirePower helps talent acquisition teams and leaders to leverage stakeholder relationships that build great organizations. Contact us today to learn more about our integrated talent acquisition support services.