Your C suite may have expectations of your recruiting team that just can’t be lived up to. Our round-table discusses what are some of the ways that TA Leaders can manage those expectations?
Listen in on what our panelists have to say.
This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.
Our Panelists…
| Name & LinkedIn Profile | Group | Title | Company |
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We asked our attendees, “What is one way that you use to manage C Level expectations?”
Here are their answers:
Chat Messages from the Session…
10:02:49//From Steven Green : Greetings from Kansas City!
10:02:51//From Tracey Dimof : Thanks Sean!
10:04:31//From Sean Rehder : Feel free to add any comments or questions here in the Chat area
Make sure as an attendee, if you message something in the Chat area that you select “All Panelists and Attendees.”
The default is just to Panelists but I want everyone to see the messages coming through.
10:08:14//From Corinne Shalvoy : this is great insight! How would you account for attrition in that forecasting?
10:08:46//From Steven Green : Stacey, where does talent review and turnover by business line influence hiring plan prioritization?
10:10:51//From Catherine Hansen : Stacey, what tools / technology (ATS, Excel, etc) do you use to deliver the hiring plan and recruiter capacity model?
10:11:25//From Catherine Hansen : Stacey, what kinds of employees are considered “revenue generating”?
10:21:45//From Steven Green : Good point on informed and credible education effort vs. playing victim role of being under-resourced to meet goals otherwise.
10:23:37//From Steven Green : Great questions from Tony. For market intelligence (either from known markets or prospective markets) is there suggestion on effective tools to use?
10:24:36//From Corinne Shalvoy : how do you all stay in line with market pay?
10:24:58//From Matthew Liptak : constant comp analysis
10:25:07//From Holly Strople : Glassdoor is fantastic for market pay
10:25:19//From Corinne Shalvoy : tools? Thanks Holly!
10:25:24//From Matthew Liptak : we probably do a Radford analysis every few months
10:25:34//From Holly Strople : Gartner also does fantastic reporting annually on pay
10:25:44//From Holly Strople : also Deloitte
10:26:01//From Corinne Shalvoy : ty!!
10:28:48//From Catherine Hansen : We use Compensia for market rates in the Silicon Valley and Austin areas
10:30:41//From Tamara Garlett : TRUTH
10:37:14//From Tamara Garlett : Thank you for the great information and discussion today, Sean and panel!
10:40:21//From Steven Green : Has the pandemic and remote working environment created challenges for service delivery and expectations. Ex: How is contact management and engagement from recruiters to preserve positive candidate experience and hiring manager experience?
10:42:36//From Matthew Liptak : I don’t feel like remote has created challenges, more like new advantages to outline a new creative proceess
10:43:13//From Catherine Hansen : “People, process, and technology” is the Deloitte approach to a new consulting project
10:43:17//From Catherine Hansen : (Per my boss)
10:43:24//From Steven Green : Thanks, Matt.
10:45:19//From Catherine Hansen : @Matt, what are your must-have tools for sourcing, recruiting, reporting, and forecasting?
10:48:47//From Peter Garneau : I think Greenhouse is phenomenal
10:48:50//From Tracey Dimof : What sourcing tools other than LI recruiter do you guys recommend?
10:48:54//From Matthew Liptak : robust ATS, maybe a CRM or Talent pool tool, maybe a sourcing tool…tool for your metrics reporting, maybe automating manual process like reference checking
10:49:30//From Matthew Liptak : Hired.com, hiringsolved, entello
10:49:36//From Matthew Liptak : all good sourcing tools
10:50:15//From Steven Green : For Holly– For WD to be a success, did you work with a particular third-party implementation partner or did you work directly with WD?
10:50:17//From Matthew Liptak : look into AI type tools that draw in and provide market intelligence
10:50:45//From Tracey Dimof : Thanks Tony!
10:50:55//From Holly Strople : We worked directly with WD. Typically they will assign you an implementation specialist when you sign the contract.
10:51:12//From Holly Strople : HRIS was also heavily involved
10:51:45//From Catherine Nichols to All panelists : Who do you use for background checks?
10:51:55//From Tracey Dimof : What AI tools do you all like?
10:52:24//From Steven Green : Thanks Holly.
10:52:32//From Catherine Hansen : Anyone use TopFunnel.ai?
10:52:34//From Matthew Liptak : sterling, hireright for background
10:52:45//From Catherine Hansen : +1 HireRight
10:53:02//From Tracey Dimof : Amazing panelists and conversation, thank you all SO much 🙂
10:53:11//From Holly Strople : Sterling for background checks
10:53:53//From Matthew Liptak : AI tools do a search on google., they change daily and there are a ton out there…I used engage talent but it since was acquired
10:54:07//From Steven Green : Must quickly learn to speak “C-Suite”
10:55:17//From Catherine Hansen : GREAT panel, all. Thank you!
10:55:43//From Yvette Kamperin to All panelists : Great discussion! Thank you all for your insights.
10:55:44//From Steven Green : Excellent discussion. Thanks to all panelists and Sean for serving this up!
10:55:46//From Toni Wells : Thank you for this much needed Info!
10:56:19//From Stacey Richey : Thank you for having me, and all the great questions!
Some of the attendees…
| Name & LinkedIn Profile | Group | Title | Company |
