Hello fellow TWITs – I hope you have had a great week!!
For most of us in TA, the mechanics of end-to-end recruitment hasn’t really changed over the last 15 plus years. You have a PD, create an advert, screen candidates, interview candidates, make an offer to the best from the interviews, and close the job – right?
However, post-Covid anyone that didn’t have the passion for our craft saw this step-by-step routine as too boring; why bother if you were going to process candidates like a sausage factory, body in and body out? These people fled for greener pastures.
What these people missed is the fascination with our craft. I see this not just within my own TA team but also when I spend time with the vast talent within my networks (including the Brissy Meet-up’s that I co-host with Tracey Quinn). It’s the growing complexity that sits behind every role, every hiring leader, their team’s objectives, the requirement to segment difference per key job family, and the everchanging business demands to do more with less – because there’s no more budget! It’s these complexities that help us build better critical thinking, consulting skills, and stronger confidence to challenge the status quo; what we hired last year is not what we will find today. Candidates’ expectations, ways of working and the pace of career progression post-Covid keeps morphing. I wonder if our craft is keeping up?
Our tech solutions are just as vast, complex, and often mind blowing. In which combination do we use our team’s expertise, coaching outcomes with our leaders, creative written skills to pitch the role? Where I don’t see a lot of maturity still is in the variety of situation any new hire will face to be successful in their role – how can we assess this in a fun, interactive and experience centric way that elevates “situational awareness questioning”?
If you want to know more about how Talent Leaders from all around Australia and New Zealand are dealing with these situations, make sure to tune into the upcoming ATC webinar on Thursday 23rd May which will unpack the findings from the 2024 State of TA Survey.
Placement poverty across our student nurses, teachers and social workers is a growing (yet not overly published) concern. It’s baffled me working in Aged Care how enrolled nurses can survive working a full time placement with NO pay and still find time to work to live and feed themselves!
With the emergence of employers shutting down offices, embracing 100% virtual operations, and saving costs on commercial properties – it makes me wonder how are they investing differently in culture, engagement and talent management.
With so much AI tech targeting skills set to pre-determine talent and candidates, what does this mean for building capabilities within our talent/people teams to have these conversations?
The fine line between inclusion vs. assimilation is a key theme currently with international clinical hiring – Is cultural assimilation a new theme within DE&I strategies?
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And speaking of ways to continue to engage candidates, have you ever heard of Talent Candidate Relationship Management (CRM) tools? Here’s a quick run down of what they do, and why you need one.
