Sheri Turner’s Post

One place HRBPs and TA pros can communicate better: Competencies. Think about it. The TA Pro works with the hiring manager to build out core competencies required for the role. Interview guides are then created accordingly. (message me if you don't know what I'm talking about! Maybe you need some help with this...) Alas, if all goes well, a great candidate is hired and the competencies were made clear to the candidate, they were evaluated fairly and all was transparent. Now what. If the HRBP hasn't been in the loop on what these competencies are, how will they know how the employee will be evaluated once hired? I've seen this go awry many times. Typically in the form of: A candidate goes through a competency-based interview process. Gets hired. Starts. Performance suffers, HRBP meets with the HM but has no idea what the competencies were ...so they start punishing/critiquing the employee based on ...who knows what! And the employee says things like "This isn't what I was hired for". It can all be fixed with greater communication. HRBP. HM. TA. You all should be in-the-know with each other. A candidate experience eventually becomes an employee experience. For that transition to be seamless, consider this advice: communicate better. <3 #Hiring #CandidateExperience #EmployeeExperience #HRCommunity

Hiring TA Talent? Think Twice Before Posting We've all applied to many jobs without hearing back. Frustrating, right? As TA pros, we can fix this. Here's how: Rethink how you hire for TA roles. Don't just post jobs and get flooded with resumes. Tap your network first. Ask for employee referrals. Companies can't respond to every applicant. Posting roles leaves most candidates in the dark. This fuels negative stereotypes about unresponsive TA teams. But leveraging your professional network upfront avoids this. You focus on a pre-vetted, smaller candidate pool.  You can properly engage with them. Only post roles publicly after exhausting referrals. And commit to communicating with all applicants. Even if just to say the role is filled. Showing basic courtesy goes a long way. My challenge to TA leaders: Raise the bar for candidate experience. Say no to blind hiring practices that make people feel undervalued. Start with your network. Communicate relentlessly. Small changes to how you hire can massively boost your employer brand. With over 100k TA pros recently laid off, we must act now. Who's with me? Let's be human in HR.  Let's lead this change our industry needs.

Honest and Transparent Recruitment: A Win-Win Approach 🤝 To all recruiters and HR professionals: It’s time to refine our recruitment strategies to ensure we respect the emotions and aspirations of candidates. 🔺 Don’t judge a candidate solely on their first day. New environments can be overwhelming, so give them time to adjust and train them properly. Monitor their progress during the probation period. 🔺  If a candidate isn’t fit after the initial screening, inform them directly instead of leaving them in limbo. Provide constructive feedback after interviews to help them improve. 🔺 Send the offer letter before the joining date. Avoid the trend of saying “We’ll get to it later” on the joining day or after joining, as this can lead to unnecessary anxiety. 🔺 Avoid misleading the candidates with false promises. 🔺 Respect candidates' time and emotions. 🔺  Prioritize transparency in salary negotiations and job expectations. A Better Approach: 🔸  Accurate job descriptions with responsibilities, skills, and qualifications. 🔸 User-friendly applications and regular status updates. 🔸 Objective screening criteria and standardized evaluation. 🔸 Constructive feedback and prompt decision communication. 🔸 Professional interviews and comprehensive onboarding. 🔸 Clear company values and culture articulation. 🔸 Pre-start date offer letters. 🔸 Pre-joining welcome emails, resources, and team introductions. 🔸 Probation period feedback sessions and mentorship. 🔸 Promote Diversity & Inclusion. By implementing these strategies, organizations can create a recruitment process that not only meets their hiring needs but also respects and values the candidates’ experiences. Why This Matters: 1. Builds trust with candidates and stakeholders. 2. Saves time and resources. 3. Foster's positive candidate experiences. 4. Promotes company growth and reputation. 5. Supports informed decision-making. Remember, candidates are not just applications; they are individuals with dreams and families. Let’s build a recruitment process that respects their journey as much as it fulfills our organizational needs ✨ . #Recruitment #HR #Transparency #CandidateExperience #Respect #Freshers #Jobposting #hiring #growth #opportunities

If you’re in TA, you’re led to believe that quick/easy apply features on your recruitment system are the gold standard. It’s the candidate experience people want and expect these days after all. Indeed, who in their right mind would want to input the same information again and again when applying for a job. But there is a cost to all this that is often overlooked. I’m talking about the cost to the recruitment team itself of course. Think of the hours upon hours your team are spending reviewing irrelevant applications when they could actually be sourcing and engaging the right talent. I’m of the opinion that it’s actually too easy to apply online these days. And it’s causing a lot of unnecessary work for employers and immense amounts of frustration for candidates who are either ignored or rejected en masse. So next time you adopt an easy apply feature be careful what you wish for. #talentacquisition #recruitment #applicanttrackingsystem #candidateexperience #jobboards

Not every Executive has examined the repercussions of their company having less-than-stellar hiring processes. Let’s break it down in terms of numbers. Let’s say your internal TA pro has 10 open roles that they are responsible for filling currently. And let’s say that each role has 3-5 candidates actively interviewing. These 30-50 people are expecting (understandably ) an exceptional experience with every single person they meet in your organization. They likely want weekly updates. They want timely feedback. They want prep information on their interviewers. They want the opportunity to come to any of you with follow-up questions. They want structured, efficient interviews. They want clarity and consistency … Now let’s talk about how these 30-50 people are talking. They are likely telling at least 2-4 friends about their experiences with your company. So you now have 60-200 people hearing amazing things or awful things. And that word travels to THEIR friends too … Hiring isn’t impossible but it does require some fine-tuning to do well. You do need to self-reflect and consider what’s going on in your firm and how it’s impacting your staff and your brand! Not to mention how exhausted your TA partners are managing this workload with an understaffed department and no offered coaching or training support. If you’re ready to look at this, my DMs and emails are always open to you. The skill of hiring is worth learning!

My head may explode if I hear another person in TA use the expression “viable candidates”: “We will reach out if we can’t find any viable candidates” “We have been able to hire viable candidates on our own” “We have some internal candidates who may be viable for this position” Who wants to hire “viable candidates”? Not me, I want to hire the best of the best. The most difficult part of acquiring talent is the sourcing and screening part. I’ve read more emails in the past few months from internal TA groups trying to fill their open position(s) and indicating that they are not using recruiting firms. Translation: Monday – Friday between 9:00AM – 5:00PM, TA will be reviewing the resumes they’ve received through the company’s website, LinkedIn posts and job boards, trying to determine if the experiences included on the resumes are adequate, and conducting phone interviews to determine if any of these candidates are “viable”. Remember, the best candidates aren’t looking. So, relying on “viable” candidates your TA group will present to you means you aren’t getting the best candidates, period. To get the best candidates you need a firm that has access to the best candidates who are not on the market and who meet your job specifications. Top notch recruiters with deep functional expertise can do that, your internal TA team usually cannot…. Before you engage an external recruiting firm, find out the following: - How large is their network and how do they leverage it for sourcing? - Do they actually pick up the phone and talk with candidates, meet people in person or on Teams and get to know them? - What is their area of expertise/specialization and are they capable of screening candidates? - Do they insist on checking references and even do backdoor reference checks? - Are they willing to guarantee the timing and quality of their work? - Are they willing to provide client references? If you need more than viable candidates, don’t hesitate to reach out. Rich Carroll Mike Linacre Jaimi Law Matthew Susco Nicholas Rotella Meghan Matey

This week I had experienced: Two ghosted interview requests. Two separate recruiters reached out to me after applying; complimentary of my experience and asking my availability to interview, and then... poof! 🦗 Nothing more in a week +. Also had one cancelled interview; cancelled by the HM while it was being scheduled by the recruiter, a very good recruiter who knew it was not the right way to handle this, but the manager changed their mind stating that they believed I would likely get bored and leave for a bigger role in 9 months. Why? Because of the supposed "power" I had in my last FT roles. "Power" 😆😁🤔 FWIW, this should not be assumed for anyone. Titles do not necessarily equal power, but good experience from holding those titles brings many great 💡 to new employers. Also to be considered; I applied to the job because I want to do this type of work. THE TITLE DOES NOT MATTER TO ME - or I would not have applied. So WHAT IS going on with this job market? I'm beyond baffled at what has happened to the hiring process in these last two years! The hardest part for me to understand is that these are other TA and HR professionals doing this, for TA job openings, who are supposedly seeking to hire good TA professionals who know how to partner well with hiring managers and DELIVER A GREAT CANDIDATE EXPERIENCE! I have built my career in recruiting/TA on a foundation of excellent candidate experiences, positive client (hiring manager) relationships and the goal of finding great people to work for good organizations. Work I truly love and take an immense amount of pride in... as I know many people will attest to. I read SO much about these things happening to SO many candidates everywhere, and I don't know what to say anymore. On behalf of all candidates everywhere, no matter the profession or skill, let's do better. Please.

Satisfying moments from a TA professional's day: When you call a candidate to let them know their background check cleared, and ask if they would like to start Monday....and then you hear a pause, an audible breath, and they yell "ABSO-FREAKING-LUTELY!" into the phone. Made my week! I love my job ♥️🥰 #talentacquisition #recruitment #hiring #humanresources

In HR, we often rely heavily on resumes to make initial judgments about candidates. However, your experience serves as a powerful reminder that a resume doesn't always capture the full potential of an individual. By giving this candidate a chance despite previous rejections, you were able to uncover their true capabilities and potential. Your decision to look beyond the resume and offer an interview to the candidate not only benefited your organization but also provided an opportunity for the individual to showcase their skills and abilities. It's a testament to the importance of keeping an open mind and recognizing that people are more than just the sum of their qualifications on paper. By embracing this lesson, you've not only helped this individual succeed but also opened the door for future candidates who may also possess untapped potential. Your willingness to give candidates a chance based on their energy and ideas rather than just their resume is a valuable approach that can lead to discovering exceptional talent within your organization.

🌟 Ensuring Candidate Commitment: Tips to Prevent Last-Minute Changes 🌟 1.Clear Communication: From the initial stages of the recruitment process to the offer acceptance, ensure transparent and honest communication about the role, company culture, and expectations. 2.Engagement is Key: Keep the candidate engaged and excited about their new role. Regular updates, introductions to future colleagues, and insights into upcoming projects can maintain their enthusiasm. 3.Provide Support: Transitioning to a new role can be daunting. Offer support during this period, whether it's assistance with logistics, relocation, or addressing any concerns the candidate may have. 4.Address Concerns Promptly: If the candidate expresses doubts or concerns, address them promptly. Listen actively, empathise with their concerns, and provide solutions or reassurance where possible. 5.Highlight the Benefits: Continuously emphasise the benefits of joining your company. Showcase opportunities for growth, the positive company culture, and any unique perks or benefits. 6.Be Proactive with Counter Offers: Be aware of potential counter offers from the candidate's current employer and address them pre-emptively. Reinforce the reasons why they chose your offer and remind them of their career goals. 7.Maintain Connection: Stay connected with the candidate throughout their notice period. Offer support, answer questions, and keep them engaged until their start date. 8.Build Trust: Establishing trust from the beginning can make candidates more likely to honour their commitment. Build trust through open communication and honesty. 9.Final Confirmation: Before the start date, confirm the candidate's commitment. Reiterate the details of the offer and ensure there are no misunderstandings. 10.Have a Backup Plan: While you aim to retain the candidate, it's wise to have a backup plan in case there are any issues outside of your control. #jobsearch #practicecareers #hiring #careers #newcareer #accountancypractice #careeropportunities #icaew #vacancies #recruiting #employment