Happy Friday TWIT Readers!
The past four weeks have flown by and this is, alas, my final TWIT contribution.
It’s been less sunny and a whole lot colder here in Perth. Perfect weather to cook up a big batch of homemade chicken soup! Inspiration struck me in the kitchen, whilst stirring my soup. As the delicious oils started to collect and float on the surface, it got me thinking…
We need to be more proactive in trying to break down organisational silos, which if we’re honest, result in different functions operating as separately as oil and water. Why does this keep happening when we’re all in the same corporate pot of soup?
As talent acquisition professionals, we have a LOT to contend with. Erratic market conditions, constrained budgets, smaller TA teams, unicorn-hunting, shrinking talent pools, labour law changes, technological upheavals and ever-changing candidate expectations. These are only the tip of the iceberg!
So, when we’re already faced with so many challenges – why aren’t we doing more to foster better collaboration with our colleagues in HR, IT, Global Mobility, Rostering, Marketing, Payroll, Learning & Development, BD/Sales? They should be our allies and advocates for TA-related endeavours.
I’ve reflected on some positive changes that I’ve effected in previous roles – none of which would have been possible without the support I received from other departments (especially IT, HR and Marketing).
I’m talking about changes like improving the perception of TA Team, rolling out a new ATS, expedited issuing for offers, uplifting candidate experience, faster onboarding, talent pipelining strategies, improved retention rates, process automation and strategic advertising campaigns.
A ‘good’ talent acquisition soup needs the flavouring of many functions. Here’s why:
- Other departments hold data / insights which can help us refine our strategies or processes to be more effective.
- Engaging with key decision-makers in other departments can be handy when you need a quick outcome or to borrow some budget.
- The IT department often holds the keys to some of our biggest challenges.
- Teaming up with marketing assists us with attraction strategies, candidate experience and monitoring market trends.
- TA will get invited to meetings they were previously excluded from. We get to be seen, heard and valued!
- Hiring managers won’t look like they’re being tortured during interviews.
- Your organisation will appear organised and cohesive to new starters, which is crucial for reputation and retaining people in a competitive market.
To finish up my stint as TWIT editor, I want to thank all of you for coming along with me on this journey. It’s been fun and an incredible learning experience. I wish all of you the very best in your TA-related pursuits for the remainder of 2024. Let’s keep breaking down those silos and stir the corporate pots! Your hiring managers and future employees will thank you
Here’s some food for thought I’d like to share with you this week:
Cutting through the corporate speak & tokenism – the true meaning of diversity
Sadly, diversity is sometimes viewed as a tick the box or compliance exercise. In the realm of TA, we have such an important role to play with influencing who is recruited and how. I just love the analogies Brian uses in his article – especially the opening line about broccoli and nibbling reluctantly on greens. A short, but brilliant read peppered with thought-provoking statements.
Want to get more creative with attracting talent? Get inspired by these award-winning recruitment marketing campaigns.
Find out how these organisations shattered industry stereotypes, blended humour with professionalism and set new precedents. Let’s face it, the way that people look for and apply for jobs is continually changing. As TA professionals, we should continue to recognise the importance of branding, storytelling, social engagement and how to attract the ‘right’ people for the ‘right’ role.
Bias and the gender pay gap
In TA we need to be aware of bias creeping in. This is a really simple but powerful example of how decisions based on bias can effect people and pay equity in organisations.
Valuable insights into the evolving landscape of shift workers in Australia
Grab a cuppa, get comfy, and download the PDF – there’s a lot to digest. Economic shifts and hiring challenges for the hospitality, retail, healthcare, and services industry sectors. Extensive research undertaken to provide data-driven insights on emerging trends, reasons why people are opting for shift work and poly-employment, predicted labour shortages, employment growth areas, changing worker demographics and so much more.
The scoop – Tapod
If you’re not listening regularly to the Scoop – you should be. Get the jump on what’s happening in Internal Talent. Episode 35 talks about 50,000 new jobs being created here in Aus, meeting prospective teammates and so many other interesting tidbits.
