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How to get C-suite buy-in to build a cutting edge recruiting team | Talent Connect 2016
The document outlines strategies for gaining C-suite buy-in to develop a cutting-edge recruitment team, emphasizing the importance of building a metrics-based story to position in-house recruitment as a strategic asset. Key components include establishing baseline metrics, identifying top business challenges, and hiring passionate team members who understand the business landscape. Additionally, it stresses the role of influencers in effectively communicating the recruitment team's value.
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How to get C-suite buy-in to build a cutting edge recruiting team | Talent Connect 2016
- 2. Amy Segal Managing Director,Recruitment Edelman How to get C-suite buy-in and build a cutting edge recruiting team
- 3. A quick snapshoton me
- 4.
- 5. When it comesto talent, a cutting edge recruitment team is the greatest competitive advantage a company can have.
- 6. How to getthere Build a metrics- based story that positions in-house recruitment as a strategic partner and competitive weapon Identify Influencers or change agents to help tell your story Hire a team that’s passionate and relentlessly curious about the business
- 7. Build a metrics-basedstory: 3 key components 1. Establish baseline metrics 2. Identify the top business problems 3. Assess your team
- 8. Establish your baseline Hires over the past 6, 12, 18, 24 months What business units, geographies Replacement vs. growth Time to identify candidates By level, by title Turnover Talent mapping #’s that matter to your business leaders
- 9. What are thetop business problems facing your leaders?
- 11. What is going well? Whatcould be better? What are the challenges you’re hearing? Not getting enough candidates? Are they the right kind of candidates? Are the candidates being vetted properly? How much money is being spent on search firms? How is the candidate experience?
- 12.
- 14. How many hires havethey made? What is the background of your recruiters? What are the challenges you’re hearing? What are they personally passionate about? LinkedIn Recruiter Analytics Are they passionate about your business and the vision for the company? What is standing in the way of your recruiters being more effective? Do they know about the industry you’re in?
- 17. That is nother middle finger
- 18. Hire a teamthat is passionate AND relentlessly curious about the business
- 19. To summarize Build ametrics- based story that positions in-house recruitment as a strategic partner and competitive weapon Identify Influencers or change agents to help tell your story Hire a team that’s passionate and relentlessly curious about the business