Managing C Level Expectations vs. Reality

Managing C Level Expectations vs. Reality

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
Holly Strople Recruiting Houston Talent Acquisition Lead BP
Matthew Liptak TA Leaders Director, Talent Acquisition Aura
Stacey Richey TA Leaders Director of Talent Acquisition Corvus Insurance
Tony Pottle Recruiting Dallas Talent Acquisition Interos

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Our Group Sponsor - Checkster

We asked our attendees, “What is one way that you use to manage C Level expectations?”

Here are their answers:

  • a lot of communication from beginning to end and data
  • A lot of data
  • Be succinct and clear
  • Benchmarking KPI's against industry standard
  • Build trusting relationships with them. You are the expert.
  • Calendar everything out in the beginning and give frequent updates
  • Clear and consistent communication
  • Communicate and address issues immediately
  • communication
  • Communication
  • Communication
  • Communication - transparency
  • Communication and Market Knowledge
  • Company business goals year, quarterly and discussion on how that looks like.
  • Consistent Communication
  • Consistent Communication and documentation
  • Constant communication and follow up.
  • Dashboards (if I did)
  • data
  • Data
  • Data
  • data
  • Data
  • data
  • Data
  • Data
  • Data data data 🙂
  • Data insights and Benchmarking
  • data, data, and more data
  • Data, data, data
  • Data/ Analytics
  • Deliver C-level results.
  • Discuss their timeline to hire and our time to hire and discuss any gaps up front
  • Discussing the candidate pool based on their parameters: location, comp, skills, area of expertise, etc.
  • Documentation
  • education about the hiring process and candidate expectations
  • education them on current market conditions
  • Ensuring skills align with base pay to be market competitive
  • Following up spreadsheets with metrics with in-person meetings
  • Frequent and honest communication, thoroughly understanding their expectations
  • frequent comms.
  • Have them get to know people within the organization
  • honesty
  • I interact with the President daily. I manage his expectations w/ the power of suggestion and relating TA to sales (his passion)
  • industry knowledge, constant communication,setting expectations
  • Interested in learning more from the group on this topic
  • Keeping numbers handy will helps to show realty
  • Listen. Ask what their expectations are and keep the updated on the results of your hiring efforts. Stay closely aligned.
  • Make sure they understand how our recruiting process works and why.
  • Market Intelligence
  • Market Research / Industry Analytics
  • Mentor & Advocate
  • metrics
  • Metrics. Comparison of the internal world vs. external
  • Needs discussion followed by talent analytics and regular check ins
  • negotiation, trade-off discussions
  • Open communication
  • over communication in writing and weekly calls
  • Overcommunication via reports and meetings
  • Present timeline
  • Proactive communication, report on progress before being asked
  • Proactively share metrics and stats
  • Provide market data
  • quarterly dashboards / monthly check ins
  • Reports
  • Send reports showing historical data on time to fill per dept.
  • set and manage expectations
  • Set clear SLAs
  • Set expectations backed with data
  • Share data to support your points
  • sharing analytics
  • Sharing data and frequent communication on different challenges, recommendations, and campaigns.
  • targeted communication
  • through consistent communication
  • transparency
  • Transparency
  • Transparency
  • Using data to influence and reinforce TA-related proposals
  • We have a weekly Monday morning meeting
  • Weekly meetings discussing progress/pending candidates
  • Weekly meetings to report status of open positions

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
Saundra Ramsey Recruiting Atlanta Talent Acquisition Business Partner hiring all levels of Technology Wahoo Fitness
Toni Wells Recruiting Atlanta Talent Acquisition Recruiter Macy's
Dan Baker Recruiting Atlanta Senior Corporate Recruiter Healthstat
Johanna Calderon Recruiting Boston Recruiting Manager Community Intervention Services
Maria Smithson Recruiting Chicago Senior Talent Acquisition Specialist Faithlife
Sarah Schaefer Recruiting Chicago Senior Recruiter Fresenius Kabi USA
Kara Goodbrand Recruiting Chicago Talent Acquisition Specialist Legal & General Investment Management America
Corinne Shalvoy Recruiting Denver Director of Talent Cologix
Nancy Genitempo Recruiting Houston Associate, Talent Acquisition Operations Looking for Work
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Cindy Wong Recruiting LA Sr. Talent Acquisition Specialist Princess Cruises
Dang Hua Recruiting LA Talent Acquisition Business Partner Opus Bank
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Kerry Clark Recruiting LA Vice-President, Sr. Recruiter Union Bank
Becky Gramenz Recruiting Minneapolis Sr. Talent Acquisition Specialist Looking for Work
Tracey Andrews Recruiting Minneapolis Global Head, Talent Acquisition Pentair
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Peter Garneau Recruiting NYC Director, Corporate Talent Acquisition + Operations Mattress Firm
Jen Norman Recruiting Phoenix Executive Leadership Recruiter Oracle
Tamara Garlett Recruiting Portland Senior Recruiter, Global Footwear Product Creation Nike
Tracey Gilbert-Dimof Recruiting Seattle Talent Acquisition Manager Urban Plates
Jessica Burgess Recruiting Seattle Director, Talent Acquisition Zones, Inc.
Marita Arevalo Recruiting Seattle Recruiter Aegis Living
Catherine Hansen Recruiting SFBA Senior Manager, Recruiting Hippo Insurance
Yvette Kamperin Recruiting SFBA VP, Talent Acquisition Scout RFP
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Jean Sheehan TA Leaders Director, Talent Acquisition ConServe
Steven Green TA Leaders Vice President | Global Project Lead – Associate Recruiting |Global Human Resources Looking for Work
Lance Boll TA Leaders Senior Director of Talent Acquisition J.B. Poindexter & Co.
Nancee Martin TA Leaders Managing Director Corporate Recruiting AvAirPros
Jay Barrow TA Leaders Head of Talent Acquisition Southern States Cooperative
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group

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