We gave Andy Martin, the Head of Talent Acquisition at Only About Children,3 quick questions that we had about his upcoming session at ATC2024 and we were blown away by his insights.
When given the chance in a role to rebuild a TA team, you opted for Talent Advisory over a standard Acquisition model. Why?
The Talent market has significantly shifted as we’re all appreciating in our various industries post-COVID. Traditional method approaches have needed to evolve, especially given the candidate mentality has vastly shifted in this explicit candidate driven market. The need to understand candidate motivations and values-alignment is imperative, in addition to strong partnerships and advisory with leaders, effectively being the conduit with a good handle on external drivers. With this, proactivity, influencing, stakeholder management, solutions mindset, communication, commercial acumen and foresight are key to remain in front of the 8-ball.
Upon commencing in the role, I found that our starting point was that of a very traditional transactional recruitment model that wasn’t delivering the right outcomes to the business, which had significant commercial impact. Given there was an opportunity for a complete rebuild, it was the value-add of what we could achieve, what we can become, what we can represent as a best practice function which was the guiding light to striving for Talent Advisory, something we could be proud to stand behind with real role empowerment and satisfaction.
There’s a strong element of behavioural change that goes into making a large change like this. How did you go about “winning hearts and minds”?
From my perspective, it’s all about the context. I’d guarantee anyone you speak with wants to finish their workday and have a sense of achievement and pride. When you outlay the options of what a transactional model versus talent advisory model represents, individuals want to be empowered and want to be involved in meaningful work.
My leadership approach has always been a transparent one where the team are involved with in all stages of the process. It’s not a change to them, it’s evolving with them. The other important aspect is having the right team members in the right roles around you, who want to be part of exciting and meaningful change. I acknowledge I’m fortunate to have an amazing team around me, and a Talent Operations Lead who supports the team and business in any change.
By default, if you establish the team correctly the recruitment outcomes shine and from a business lens, when we are delivering the right outcomes, it’s much easier to change these behaviours, perceptions and beliefs ultimately winning the hearts and minds of team and business leaders.
Any hot tips for anyone else looking to shift their TA function to an advisory model?
Rome wasn’t built in a day. I’ve known from day dot what I wanted us to achieve in our model and business, though it’s about setting realistic goals, and not being afraid to evolve incrementally. Over the last 11 months, our operating model has constantly evolved and shifted, etching toward the model of tomorrow.
Hot tips –
- Business Goal. What impact do you need to achieve? What does great look like? What won’t cut it? It is really important to understand the scope of what you need to achieve, and what you can’t afford not to achieve.
- Budget. Budget obviously plays a significant part in being able to work with whatever is within your means to tweak, or if possible, justify your initiative and expected return.
- Team. I cannot tell you how important it is to have the right people. As we’ve all said in recruitment, recruit for behaviours. Capability can be taught, behaviours are much harder to shift. Have transparent, achievable goals and set/reset expectations and accountabilities to align.
- Technology/Processes. I am a big believer that you need to have fit for purpose technology (ATS and various technology integrations / Sourcing tools) to enable your team to work within the value lane. Technology and processes should support, not inhibit your productivity and experiences. Be clear with ROI.
Catch Andy’s session at ATC2024 on 14 & 15 October in Melbourne to dive deeper into Talent Advisory. Hurry, tickets are selling fast!
