Flavius B. Petru DUMA’s Post

Talent Acquisition Strategy 1 pager: Early-stage versus Growth-stage companies. Early-Stage: Strategy: - Establish a minimum viable talent acquisition framework Priorities: - Establish company culture and values. - Set up basic recruitment processes Key Approaches: - Adopt a first principles approach. - Plan for wobbly hiring. - Establish Employer Brand & leadership personal brands Common Mistakes: - Rely heavily on recruitment agencies. - Lack of strategic 3rd party support. Growth-Stage: Strategy: - Lay a robust framework for scalable hiring. Priorities: - Feedback gathering mechanisms to guide strategy. - Build TA capability Key Approaches: - Manage scaling with human touch. - Optimise CX at scale. - Focus on strategic talent pipelining: Common Mistakes: - Build in-house team too quickly or not at all. - No flexible TA resource. Anything I’m missing?

I love TA and the way I (and probably so many of you in this profession) have always felt this function SHOULD be is summed up perfectly by this quote in this article: “TA needs to move beyond solving a hiring problem to solving true business problems with more systemic people solutions, which requires a new set of skills and a mindset that looks beyond the traditional TA toolkit.” For too long, Talent Acquisition has been seen as a function that is reactionary to hiring needs, rather than be seen as the strategic partners they can be. This article is worth a full read - some of it is not surprising but I do like there is advice on how to take action on TA being more strategic.

💡 Reinventing Talent Acquisition! 💡 Exciting insights on transforming Talent Acquisition into a strategic function and a key partner, not merely seat fillers. It's about playing the long-game, understanding the vision, and aligning with the company's trajectory over the next 2, 3, 5 years in regards to talent. What's the vision? Where are we taking the company 2, 3, 5 years? What skills do we need? How can we bridge the skill-gaps or who should we prepare for future leadership roles? Do we need to look external? Who are we competing with for top talent and skills? So much can be done when TA is brought to the table to assist with the recruitment strategy. "Companies that understand this issue (about one in eight) have elevated Talent Acquisition to a strategic function, they merge or integrate TA with L&D, and they redefine their recruiters as “talent advisors.”

In my  9 years of journey in talent acquisition, I want to take a moment to reflect on some key lessons I've learned along the way. From connecting with candidates and adapting to a changing job market, these experiences have shaped me as a Talent Acquisition Professional which helped me scale different teams. I'm sharing a few important insights that have made a difference and have acted as a catalyst. 🙂 * The Power of Relationships 💪 : Building genuine connections with candidates and hiring managers is crucial. It’s not just about filling positions; it’s about understanding the needs of both sides and fostering a collaborative environment. * Embrace Diversity and Inclusion 👬 : A diverse workforce drives innovation and creativity. Prioritizing diversity in recruitment strategies has not only enriched the company’s culture but has also improved the overall performance. * Employer Branding is Essential 🎯 : A strong employer brand attracts top talent and sets the organization apart. Investing in showcasing the company’s culture, values, USP and employee experiences can significantly enhance recruitment efforts. * Data-Driven Decisions 🔎 : Leveraging analytics has transformed our approach to recruitment. By analyzing data, we can refine our strategies, enhance candidate experiences, and ultimately make more informed hiring decisions. * Candidate Experience Matters 😊 : The candidate's journey is just as important as the final hire. Providing a seamless, respectful, and engaging experience can turn candidates into advocates for your brand, regardless of the outcome. * Adaptability is Key 🔑 : The talent landscape is constantly evolving. Staying agile and open to new technologies, trends, and methodologies has allowed us to stay ahead of the curve and attract top talent effectively. * Continuous Learning 🙌 : The best professionals in this field are those who never stop learning. Whether through formal education or informal networking, staying updated on industry trends is essential for success. I’m grateful for the opportunities I’ve had to grow and learn in this dynamic field, and I look forward to many more years of connecting great talent with incredible organizations! 💼✨ Here’s to the future of talent acquisition! What are some of your key learnings in this field? Let’s share insights! #TalentAcquisition #Recruitment #DiversityAndInclusion #EmployerBranding #CandidateExperience #ContinuousLearning #Leadership

Bridging the Gap: Elevating Talent Acquisition's Strategic Role Talent Acquisition (TA) plays a critical role in organizational success. Through their efforts, we secure the talent driving growth, innovation, and a thriving corporate culture. Yet, TA teams often face challenges in gaining full recognition and strategic influence. This post explores the reasons behind this perception and proposes ways to bridge the gap: Why the Disconnect? Metrics vs. Impact: Currently, TA is often evaluated on metrics like time-to-fill and cost-per-hire. While these are important, they don't capture the true impact: a great hire's contribution to the bottom line and company culture. Reactive vs. Strategic: TA can be seen as an order fulfillment function, filling positions after decisions are made. However, they should be strategic partners involved in business planning, ensuring talent aligns with long-term goals. Resource Constraints: Limited resources can lead to TA teams feeling overburdened and undervalued, juggling multiple tasks without the necessary support for proactive talent acquisition strategies. Empowering TA for Strategic Partnership: Data-Driven Insights: Instead of focusing solely on recruitment metrics, we need to translate data into a compelling narrative, highlighting how qualified hires enhance revenue, retention, and innovation. Cross-Functional Collaboration: Stronger partnerships with other departments (Marketing, Sales, Leadership) are crucial. By understanding their needs, TA professionals can showcase their strategic value. Invest in TA Development: Providing training and resources to hone their skills allows TA teams to become valuable advisors, not just recruiters. The Benefits of a More Empowered TA Function: Enhanced Employer Brand: A happy and empowered TA team attracts top talent, organically strengthening your employer brand. Improved Business Outcomes: Strategic TA leads to better hiring decisions, driving increased productivity, innovation, and ultimately, revenue growth. A More Engaged Workforce: When TA feels valued and empowered to find talent that aligns with the company culture, it leads to a happier and more engaged workforce. Let's move beyond the transactional view of hiring. By recognizing TA's strategic role and fostering collaborative partnerships, we can unlock organizational potential and achieve sustainable success. Share your thoughts and experiences in the comments below! #TalentAcquisition #StrategicHR #Recruitment #BuildingStrongTeams

*Navigating the Talent Acquisition Journey* In my many years of talent acquisition across various organizations, I’ve found that talent acquisition is and should be a key focus for building high-performing teams. It’s not just about filling positions; think of effective talent acquisition as a roadmap that guides us through critical milestones essential for success. The talent acquisition road includes key components such as: 1. Workforce Planning: We start the route by mapping out future needs and identifying skills gaps that will shape our journey. 2. Building the Brand: Next, we establish our employer brand, showcasing the culture and values to attract the right travelers—top talent seeking a fulfilling career. 3. Sourcing the Right Talent: Our journey continues with sourcing candidates through various channels, such as social media and referrals. 4. Creating a Positive Experience: We prioritize the candidate experience, ensuring the application process is clear, smooth and welcoming, making every applicant feel valued. 5. Navigating the Selection Process: At this stage, we conduct structured interviews and assessments, guiding us to the best fit for our team, much like selecting the right companions for a journey. 6. Seamless Onboarding: Finally, we focus on onboarding, helping new hires acclimate and integrate smoothly into our organization, setting them up for success on their new path. In today’s competitive landscape, a well-planned talent acquisition journey is essential for organizational success. Let’s ensure we’re on the right path together! What are some challenges you’ve faced in your talent acquisition process? #TalentAcquisition #HiringSuccess #Branding #TalentJourney

Talent planning? Great first step… now, don’t forget talent ACQUISITION. “Fail to get ready, get ready to fail,” sure, we can all agree with that. When it comes to talent planning, many companies forget to plan out the execution part. On average, newly created positions require 30-50 days to fill (search kickoff to offer acceptance). Preparing to be “go-to-market” ready will reduce the time in the hiring lifecycle! Plan ahead for talent acquisition: WHAT personas are acceptable HOW to engage and attract contacts WHO is going to lead the campaign WHY is your job/company marketable WHEN is the drop dead date for filling For more ways to save time and energy in recruiting check out our Talent Acquisition Accelerator program on the website in the comments section. —————————- #recruiting #talentacquisition #talentplanning #talent #hiring #jobs #Recruitment

"I know our TA team can better support our business, but I don’t know how to improve our current approach.” I’ve heard this sentiment countless times from leaders who know their Talent Acquisition teams have the potential to do more but feel stuck on how to get there. Having worked in Talent Acquisition for over 15 years, I’ve seen firsthand how the right recruitment strategy can transform an organization. This is why I founded Recruiting By Design, to help leaders tackle these challenges head-on. My goal is to partner with organizations to: ✅ Align hiring strategies with their business priorities. ✅ Enhance their ability to attract top talent. ✅ Build efficient, scalable processes that work. If you’re facing challenges with your Talent Acquisition strategy or simply want a fresh perspective, let’s connect. What’s your biggest challenge when it comes to Talent Acquisition? I’d love to hear your thoughts - comment below or send me a message!

A successful talent acquisition model would see your company attract, engage and retain top talent, but knowing what that model actually looks like is difficult to define, especially when you factor in the need to scale efficiently, maintain diversity and offer consistent results. There are many ways to structure your TA team, but one consensus that is universally accepted is that there is no point in investing money, time and resources in a fundamentally flawed structure. How can you construct a sound structure on which to build? Find out here: https://heyor.ca/cxTlIA #Invenias #TalentAcquisition