The Anatomy of a Great Recruiting Program

The Anatomy of a Great Recruiting Program

Recruiting is not just a recruiter and a desk, especially for medium and large-sized companies. What parts make up the engine of a broad recruiting program that wants to be great?

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.


Click to Play the Recording


Our Panelists…

Name & LinkedIn Profile Group Title Company
Jessica Marotta Recruiting Boston Principal, Talent Acquisition Forrester
Matthew Liptak TA Leaders Director, Talent Acquisition Aura
William Uranga TA Leaders Director of Talent Acquisition Spokeo
Yvette Frierson Recruiting Atlanta Sr. Recruiter Pratt & Whitney

We asked our attendees, “What is one item that a recruiting program should have in order to be considered a “great” program?”

Here are their answers:

  • A strong employer brand
  • Adequate reporting, fully staffed teams, and calibrated interviewers
  • ATS, CRM and text recruit
  • Attraction tools, candidate engagement tools, solid candidate flow protocols, screening tools
  • Business insight
  • Candidate experience, employee referral, feedback
  • Candidate focused experience, efficient systems and process, community engagement
  • Creativity and think outside the box
  • Diversity and inclusion
  • Driven recruiters and great candidate experiences
  • Effective sourcing strategy
  • Great communication (internally and externally), all key stakeholders being on the same page and being agile
  • great leaders
  • Hiring Profiles, Headcount demand planning, Recruitment Plans
  • Metrics & Analytics
  • Outbound recruiting, well-aligned hiring teams, constant communication, and stellar interview experience for teams and candiates
  • Partnerhip, planning and buyin
  • Partnerships, Relationships and Vision
  • People, processes, technology
  • People, technology, leadership, structure, collaboration and culture.
  • plan then execute
  • process, hiring manager experience, candidate experience, KPIs
  • Recruiters with strong sales and marketing experience, a robust ATS, a CRM for pipelining, be seen as trusted talent advisor
  • recruitment and retention, promotional opportunities, community connections
  • Referral program, employment branding, high touch communication, compelling job descriptions, diverse sourcing strategies
  • robust employee referral program, good employer branding, positive onboarding, continual feedback from managers and candidates
  • Strategic plan, EVP Communication, Organized Process - to name a few
  • Streamline/consistent process; (Clean) data tracking; candidates lifecycle experience
  • Strong Sourcing tools, Decent applicant tracking, Strong Employee Referral bonus, Skilled recruiters, Sourcing team,
  • Strong tools and resources, consistent framework
  • Support from leaders, ATS, establishing a process, gaining trust from hiring managers, commitment to D&I;
  • support from leadership, executives
  • Systems, Processes, Communication, Trust, Common Goals
  • Talent Pipeline, Diversity Strategy, Relationships
  • team, mentorship, financial resources, tools, trust
  • team, sourcing, process, technology
  • The right people
  • Your team members

Chat Messages from the Session…

10:06:34 From  Shawn Park  to  Everyone : How about candidates that ask for feedback, if they don’t move on in the process?  How would you let them down lightly while being as honest/candid as possible?

10:07:15 From  William Uranga  to  Everyone : Great question, Shawn. I’ll share some thoughts in my little section..#itispossible

10:08:11 From  Shawn Park  to  Everyone : Thank you!

10:08:18 From  Matthew Liptak  to  Everyone : I stay high level with feedback, give some feedback about stronger candidate but letting the person know we appreciate the time

10:09:06 From  Shawn Watzka  to  Everyone : follow up with candidates is so important given the current state of our economy.  It is more important now than ever since job seekers are very fragile.

10:10:21 From  Kristine Nemeth  to  All panelists : It’s important when you close a req that you decline everyone in that req, especially the ones who interviewed so they can receive the rejection email that the req has been filled and another candidate was selected.

10:10:27 From  Kelly Colig  to  All panelists : Love that you’ve set the standard to decline within 10 days…I assume that communication is more general?

10:11:57 From  scott stevenson  to  All panelists : Is the 10 day turnaround a KPI/SLA for the recruiters on dis positioning candidates

10:12:13 From  Sheila Chiodo  to  All panelists : Hi – I try to give transparent, balanced, constructive feedback to candidates.  However, there’s always a candidate who is happy to tell me that my feedback is wrong and they’re the perfect candidates for our role.  I would love to hear how you respond in those situations.

10:12:13 From  Jessica Marotta  to  Everyone : Correct Kelly! Very general. And the email is generate through the ATS but from the recruiter so they can reply w follow up ques. We have not seen a ton of follow up ques

10:14:17 From  Daniella McDonald  to  Everyone : Is your recruiting team reviewing them all or do you have hiring managers reviewing them? If hiring managers, how do you control if they review candidates or not?

10:14:50 From  Matthew Liptak  to  Everyone : The recruiters control the process to know if a hiring manager reviewed and is either interested or not interested

10:16:09 From  Danielle Lyndes  to  Everyone : You’re right, Matthew! I have been getting “Thank you” emails from my team’s automated emails for individuals that do not meet basic qualifications for even an initial screen. The most basic response is more important than most of us realize.

10:16:23 From  Jessica Marotta  to  Everyone : We have both Danielle at FORR – HMs having access to our ATS is newer. Work in progress for sure! 1:1s are good times to push the HMs

10:17:12 From  Jessica Marotta  to  Everyone : Sheila – great ques. I have this happen often. I quietly listen and nod and say I understand. Their input and feedback is just as important. It won’t change the outcome but it is important they feel heard.

10:17:33 From  Shawn Watzka  to  Everyone : Also, I heard that millennials don’t even read the job descriptions. They want to know what it’s like to work at company ABC

10:18:04 From  Daniella McDonald  to  Everyone : Yes Jessica. It is so hard to manage that.

10:19:03 From  Kristine Nemeth  to  All panelists : HM’s can see candidates in the req and they can move them to phone screen step but the recruiter has to make the rest of the actions from there.

10:19:09 From  Shawn Park  to  Everyone : The initial intake with hiring managers are so pivotal to the success of a search, imo.

10:19:20 From  Jessica Marotta  to  Everyone : +1 Shawn!

10:20:47 From  Jennifer Reynolds  to  All panelists : How have you structured sourcing support? What does that look like?  Do you use sourcers or technology (AI tools)? 

10:20:50 From  Shawn Park  to  Everyone : Have any of the panelists had any experience utilizing social media (i.e. Instagram Stories) as a tool for candidate attraction?

10:21:25 From  Matthew Liptak  to  Everyone : I use social media daily to attract candidates

10:21:45 From  Shawn Park  to  Everyone : +1 Matthew

10:21:46 From  Jessica Marotta  to  Everyone : We have @Forresterlife on insta, FB and twitter. We highlight ee culture, spotlight stories -etc. Would be really cool to have an ee take it over!

10:24:12 From  Yvette Frierson  to  Everyone : Hi Shawn, I use FB, LinkedIn, IG & TT.

10:24:14 From  Barbara Marks  to  Everyone : @William Uranga: about how many Reqs do the Recruiters on the team manage?

10:24:31 From  Shawn Park  to  Everyone : +1 Jessica:

Jessica and Matthew: it’s important to be agile, given the nature of our society today.  If candidate sare able to see what a company is like, they might be more inclined to apply.

10:25:35 From  Wendy Vandel  to  All panelists : love to see a copy of your survey

10:25:57 From  David Lucero  to  All panelists : how much detail are you giving as feedback to non-selected candidates and are you not concerned of claims being made against the co?

10:26:20 From  Deonne Ramsey  to  Everyone : In the past – we found that candidates were “polite” and not totally honest at the candidate stage

10:26:23 From  Kelly Colig  to  All panelists : At what point would you survey to understand a Net Promoter Score? I want to roll that out.

10:26:49 From  Saundra Ramsey  to  Everyone : We only do them once they are onboarded at 10, 40, 100 days

10:27:56 From  William Uranga  to  Everyone : If folks want a copy of the survey we use, you’re welcome to email me: wpuranga@gmail.com

10:28:44 From  Jessica Marotta  to  Everyone : David – I give as specific as I can be but always tying the feedback back to the job description

10:28:50 From  Daniella McDonald  to  Everyone : In my last position our Learning and Development team sent out surveys to new hires at 30, 60 and 90 days. There were some questions we added for TA about their experience, thoughts about the company prior to interviewing and after joining, how was the recruiter. We would see that data.

10:28:55 From  William Uranga  to  Everyone : David – We share with candidates in relative comparison. “You didn’t do well in Java, compared to other candidates or our hiring bar”

10:29:05 From  Nihal Solomon  to  Everyone : Hi! Is anyone conducting interview prep calls with their candidates? We do them before their final interviews.  Candidates have found it quite beneficial and appreciative as they prep. Makes it an overall positive experience!

10:29:51 From  William Uranga  to  Everyone : Barbara – Our recruiters have 6 reqs at a time where they are doing full-cycle (sourcing too).

10:29:59 From  Daniella McDonald  to  Everyone : I haven’t done interview prep calls, but I would provide information about the interviewer/s so that a candidate knew about their backgrounds or length of time with the company.

10:30:55 From  Shawn Park  to  Everyone : +1 Nihal – I also did prep calls for more senior roles when I used to be in recruiting.

10:31:29 From  Kristine Nemeth  to  All panelists : I have been applying to jobs this past month and I received two emails back after applying to complete a survey on the application process.

10:32:02 From  Danyell Howell  to  Everyone : I do full cycle recruiting with 50 – 60 reqs (healthcare), anyone else in that range?  I am struggling with time management.

10:32:04 From  Jessica Marotta  to  Everyone : Kristine – you would have a great perspective being on both sides

10:33:13 From  Kristine Nemeth  to  All panelists : I think it’s a great idea.  It’s important to know how candidates feel about the application process and it makes the candidate feel important.

10:33:43 From  William Uranga  to  Everyone : Nihal – Yep we do them and the candidate/finalists l-o-v-e them.

10:33:45 From  Daniella McDonald  to  Everyone : At my last company my team had anywhere from 10 positions to 20 positions to over 40 positions. Depending on which groups they were recruiting for. As the manager I usually had 6-12 positions.

10:34:20 From  Kristine Nemeth  to  All panelists : I just never experienced it so early on- right after clicking apply.

10:34:58 From  Jessica Marotta  to  Everyone : Ah! Kristine I missed that – that was the moment. That is odd. Usually – post interview

10:36:03 From  Kristine Nemeth  to  All panelists : exactly, this was right after I clicked apply I got the email- it was like 5 questions about the application process only- not the interview process- just the application experience.

10:36:14 From  Jessica Marotta  to  Everyone : We are having a round table next week – on Feb 10th – Pipeline Managment: Screening Candidates on High Volume Reqs

10:36:58 From  Jessica Marotta  to  Everyone : That may cover some of the high req challenges

10:37:06 From  Shawn Park  to  Everyone : Ahhh, the $1M question: how can HR become more strategic and less transactional.

10:41:16 From  Jessica Marotta  to  Everyone : I also think it is very important for recruiters to be well plugged into the marketplace (region trends, salary trends, industry trends, etc)

10:41:41 From  Matthew Liptak  to  Everyone : right…the market analysis is key to being that true talent partner

10:42:15 From  Nihal Solomon  to  Everyone : Shawn – I have regular meetings with our HR Business Partners on upcoming reqs/org changes and have the recruiting team prepped to have those conversations with their respective hiring managers. We have been successful at creating passive candidate pipelines ahead of time and review them with managers when the reqs open.

10:42:37 From  Matthew Liptak  to  Everyone : But the data story and the integrity of the data real time is also key. Tell the story with graphs and charts, show the managers the data as it comes out of systems

10:43:47 From  Shawn Park  to  Everyone : Thank you all.

10:44:06 From  Matthew Liptak  to  Everyone : The creation of talent pools proactively to pipeline candidates in order to prepare for future talent is a big piece in todays market

10:44:49 From  Jessica Marotta  to  Everyone : GREAT POINT – have not touched that yet re: COVID safety.

10:45:10 From  Helen Tunea  to  All panelists : What do you do on Tik-Tok?

10:45:30 From  Jessica Marotta  to  Everyone : Yvette – you need to train me on Tik Tok!

10:45:51 From  Helen Tunea  to  All panelists : Me too! Can we have a panel on Social Recruiting Strategy?

10:46:35 From  Maureen Daly  to  All panelists : Yvette- what platform do you use for your video chats ?

10:46:38 From  Daniella McDonald  to  Everyone : In my last company we did role-based videos for two of our main hourly positions. They were about 2 minutes long and talked about the day to day so that candidates could screen themselves in or out.

10:47:12 From  Helen Tunea  to  All panelists : Love that idea

10:48:26 From  Jessica Marotta  to  Sean Rehder(Direct Message) : so many potential round tables coming out of this! social media, tech shortcuts, high volume reqs

10:48:29 From  Daniella McDonald  to  Everyone : Thank you everyone. Great ideas and conversation.  I need to sign off for another meeting.

10:48:44 From  Jessica Marotta  to  Everyone : Lots of free tools out there! Calendy I used for scheduling

10:49:22 From  William Uranga  to  Everyone : Gem

10:50:04 From  Jessica Marotta  to  Sean Rehder(Direct Message) : OH – you should make that a tool time topic! these types of tools! (sorry… lots of coffee)

10:51:49 From  Nihal Solomon  to  Everyone : Not free, but worth the $$. We use Fetcher.ai for automated AI sourcing and have been very successful in a number of hires. Has helped us lot with our lean recruiting team.

10:53:22 From  Jessica Marotta  to  Everyone : Thank you Nihal!

10:55:52 From  Jessica Marotta  to  Everyone : ps – candidates can filter company reviews by COVID now on Glassdoor!

10:56:04 From  Jessica Marotta  to  Everyone : to learn how companies are treating ees during this time

10:56:10 From  Kristine Nemeth  to  All panelists : So many new Yorkers are working out of FLORIDA now.

10:56:17 From  Nihal Solomon  to  Everyone : You’re welcome Jessica! Another great platform we use is CareerArc for automated Social Recruiting Marketing and the price point is quite amazing for what you get out of it.

10:56:38 From  Jessica Marotta  to  Everyone : Love CareerArc!

10:57:03 From  Kristine Nemeth  to  All panelists : I gotta get on Tik tok

10:57:10 From  Jessica Marotta  to  Everyone : Same Kristine!

10:58:46 From  Jessica Marotta  to  Everyone : Siri or Alexa

10:59:09 From  Kristine Nemeth  to  All panelists : Thank you

10:59:24 From  Lucy Dettl  to  Everyone : Thank you, everyone!  Great session!

10:59:30 From  Maureen Daly  to  All panelists : thanks everyone !

10:59:30 From  scott stevenson  to  All panelists : tHanks

10:59:31 From  Helen Tunea  to  All panelists : thank you!


Some of the attendees…

Name & LinkedIn Profile Group Title Company
Barbara Marks Recruiting Atlanta Recruiting Manager (Contract) Kimco Services, LLC
Stephanie Reese Recruiting Atlanta Senior Sales Recruiter Apptio
Saundra Ramsey Recruiting Atlanta Talent Acquisition Business Partner hiring all levels of Technology Wahoo Fitness
Sheila Chiodo Recruiting Boston Leader Recruiter Intuit
Eileen Flynn Recruiting Boston Creative Talent Acquisition Manager / Sr. Creative Recruiter Wolverine Worldwide
Kristina Saunders Recruiting Boston Senior Manager, Talent Acquisition J. Jill
Shawn Watzka Recruiting Chicago Senior Recruiter Inpatient Psych Solutions
Kelly McCarthy Recruiting Chicago Senior Corporate Recruiter on the Talent Acquisition team Hu-Friedy Mfg. Co., LLC
Jason Coffey Recruiting Chicago Professional Recruiter Core & Main
Lucy Dettl Recruiting Dallas Senior Recruiter American National Bank of Texas
Jennifer Jamme Recruiting Dallas Senior Recruiter Impact Advisors
Danyell Howell Recruiting DCBmore Regional Healthcare Recruiter Seasons Hospice and Palliative Care
Joe Sorrow Recruiting Denver Talent Acquisition Partner FullContact
Anna Forsberg Recruiting Denver Manager Talent Acquisition InnovAge
Susan Collins Recruiting Houston Director, Talent Acquisition - Stores & Employer Branding Talbots
Preston Peery Recruiting Houston Recruiting Manager Patterson-UTI
Shawn Park Recruiting LA Senior Recruiter - Office of the Provost University of Southern California
Melissa Willis Recruiting LA Manager, Talent Acquisition Operations & Employment Brand Esurance
Nihal Solomon Recruiting LA Manager, Talent Acquisition Magnite
Lance Hunsicker Recruiting LA Executive Recruiter Parsons Corporation
Helen Tunea Recruiting LA Sr. Manager, Talent Acquisition Connexity
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Kristine Nemeth Recruiting NYC Talent Engagement Manager Diageo
Saarah Abdur-Raoof Recruiting NYC University Recruiter Willis Towers Watson
Essence Dashtaray Recruiting NYC Manager, Talent Acquisition (HR) ViacomCBS
Paul Kudarauskas Recruiting NYC Talent Acquisition Associate Healthcare Consultancy Group - HCG
Heather Burho Recruiting Portland Senior Sales Recruiter NAVEX Global
Kathlene Whinnery Recruiting Portland Sr. Recruiter Viewpoint
John Sullivan Recruiting Portland Talent Acquisition Lead (IT Group) The Standard
Jessica Burgess Recruiting Seattle Director, Talent Acquisition Zones
Anne Patrick Recruiting Seattle Talent Acquisition Specialist State Farm Insurance
Danielle Lyndes Recruiting Seattle Experienced Associate Andersen
Wendy Vandel Recruiting Seattle Health Services Recruiter Washington State Department of Corrections
Marita Arevalo Recruiting Seattle Recruiter Aegis Living
Maureen Daly Recruiting Seattle Talent Acuuisition Consultant Rose International
Tayler Wike Recruiting Seattle Talent Acquisition Partner PayScale
Melayne Smith Recruiting Seattle Talent Acquisition Specialist Washington State Employees Credit Union
Catherine Hansen Recruiting SFBA Senior Manager, Recruiting Hippo Insurance
Anita Pagin Recruiting SFBA Career Coaching and Consulting Not Available
Christine Vicencio Recruiting The Triangle Spectrum
Paul Van Dillen Recruiting.Work Sr. Technology Recruiter Charter Communications
Kathy King TA Leaders Director of Talent Acquisition Confluent Health
Shari Sparling TA Leaders Director of Talent Acquisition Sia Partners
Silke Olsen TA Leaders Recruiting Associate Director Moss Adams
Jennifer Reynolds TA Leaders Director Talent Acquisition - Medical and Healthcare, Information Technology, and Corporate Adtalem Global Education
David Lucero TA Leaders Sr. Director People Services & TA Global Eagle
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Ravijeet Tokala TA Leaders Director, HR & Talent Acquisition Optym
Deonne Ramsey TA Leaders Director, Global Talent Acquisition Trimble
Daniella McDonald TA Leaders Talent Acquisition Leader Looking for Work
Dan Shortall TA Leaders Sr. Director of Strategic Staffing Global Conductor
Nancee Martin TA Leaders Managing Director Corporate Recruiting AvAirPros
Scott Stevenson TA Leaders Vice President Talent Acquisition LPL Financial
Tara Noonan Amaral TA Leaders HR /Talent Advisor SemperVirens VC
Jay Barrow TA Leaders Head of Talent Acquisition Southern States Cooperative
Victor Apkarian TA Leaders Director Talent Acquisition RGP
Kelly Colig TA Leaders Head of Talent Acquisition Le Creuset

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