What Recruiting Can Do to Lead the Way in 2021

What Recruiting Can Do to Lead the Way in 2021

As we leave the year 2020 behind us, 2021 will certainly be a year where companies need to be thoughtful and strategic with their recruiting plans for the year.

In today’s round-table session, our panelists talk about how Talent Acquisition and Recruiting teams can help their companies make strategic plans and decisions as they make their way through the year.

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
Deonne Ramsey TA Leaders Director, Global Talent Acquisition Trimble Inc.
John Burke TA Leaders Director, Human Resources Great Minds
Lissa Bowen Unsubscribed Chief People + Culture Officer Full Course
Mike Mattson Strategic Talent Advisor (VIA SecureVision) Papa Murphy's International

We asked our attendees, “What is one thing that Talent Acquisition and Recruiting teams need to be thinking about in 2021?”

Here are their answers:

  • 100% remote
  • attracting applicants
  • attracting the right talent
  • Back to work. Recruiting in 2021 while so many good employees are out of work.
  • Be active
  • Being compassionate and working smarter not harder
  • Being on top of the market and being more efficient in the hiring process
  • Branding
  • Building a brand story for their respective organization and company. Candidates are focused on culture more than ever.
  • D&I
  • D&I
  • D&I
  • Data
  • Defining our Workplace Culture
  • Diversity
  • Diversity recruiting
  • Driving Recruiting
  • Efficiency
  • Family units. How to stay connected virtually and in real life? The impacts on the body, mind, spirit... and the soul?
  • Focusing on skills based hiring
  • Growing the organization but minimizing operational spend
  • Helping the business understand the demands/requests from potential employees to allow working from home/remotely permanent.
  • hiring top talent
  • Holding our TPA's accountable, most are still on a talk to TA teams once a year at renewall. That has to stop!
  • How remote work can benefits todays world.
  • How to attract candidates using company culture and mission
  • How to get employees to go back to the office after being home for so long.
  • how to reinvent roles
  • Integrating with the business planning process
  • Keeping their jobs
  • Metrics for Diversity initiatives
  • more remote possbilites
  • On-Boarding
  • Overcoming the pandemic and candidates leery about making a move.
  • Pipeline Recruiting and Employer Brand Marketing
  • Pipelines and networking
  • Pipelining
  • Post COVID vaccine work force planning
  • providing a positive candidate experience with having more candidates with less openings
  • Quality
  • Recruiting to the new norm
  • retention
  • Sourcing
  • Technology
  • The method they are using for interviewing
  • Using content in recruiting
  • Virtaul world
  • Virtual teams
  • Virtual workforce
  • What is your updated EVP and culture as it relates to the pandemic, social issues & D&I?
  • Workforce planning
  • Workforce Planning and the Gig Economy

Chat Messages from the Session…

10:05:52 >> From  Shawn Watzka : Could you elaborate on what you mean  by grow socially?

10:09:33 >> From  Steven Rosenblum : Hello everyone! I have great success and experience in TA and HR with immediate availability to join an organization, as my contract position concluded last week. Please link with me at linkedin.com/in/stevenrosenblum to connect and/or download my profile and resume. Let’s talk!!

10:10:04 >> From  John Sullivan : Great insight Deonne!!

10:10:42 >> From  Catherine Hansen : Totally agree Sean – it does come down to recruiting always

10:12:34 >> From  Catherine Hansen : @Deonne, does the TABP have recruiting OKRs, or how is success measured in these roles?

10:12:56 >> From  Jeanne Amey : We would coach our hiring managers to post their openings out into their social networks –

10:13:59 >> From  Jeanne Amey : what is OKR?

10:14:08 >> From  Jeanne Amey : thanks!

10:16:58 >> From  Steven Rosenblum : You are right on Lissa! TA should be part of the business. We need to be incorporated into what the business is doing, what the business forecasts going forward, and business leaders participate in TA activities.

10:20:26 >> From  Jeanne Amey : Good segmentation Sean, each phase of the application process can have highs and lows – we did candidate mapping to define those high/low points and doing things to mitigate the low points and keep engagement building

10:22:10 >> From  Kathlene Whinnery : Great comment about the rejected candidates; good honest feedback, kept short and simple and constructive, is usually well received

10:22:11 >> From  Steven Rosenblum : Thanks, Mike. Data shows that positive candidate experiences from recruiting through onboarding and beyond matter to hiring success, individual productivity, retention and turnover, company culture and company performance. Like Jeanne posted, by mapping and breaking these areas down and analyzing them for possible improvement and endorsement can impact this area.

10:22:34 >> From  Catherine Hansen : +1 re rejected candidates.  The best rejection I personally received was a video clip from the CEO expressing that the target skill sets they had identified as critical, had changed.  It was personal and amazing

10:23:46 >> From  Marvin Smith   to   All panelists : How do you prepare mentally to reject 99/100 people?  How do you do that at scale?  How do you handle rejection with grace and give them some hope?

10:26:04 >> From  Catherine Hansen : Re Glassdoor…I think it’s both blessing and curse.  I do get a bit wary if all I see are amazingly positive ratings

10:27:21 >> From  Shawn Watzka : Mike made a great point about recognizing your negative feedback  on glassdoor.

10:32:07 >> From  Mike Mattson : Good question Marvin! Its not easy to reject 99 people with families, dreams, and their own lives, but on the other hand we can’t hire everyone! I try to leave our last point of contact as an invitation for future connection. They already have your contact info, maybe even connected on LinkedIn, but a rejection doesn’t have to be the end of the relationship. Did that answer your question?

10:33:47 >> From  Catherine Hansen : @Lisa, I love the way you’re thinking about investment in existing employees.

10:34:59 >> From  Catherine Hansen : I have found this more difficult in the tech industry (technical requirements for roles)

10:42:55 >> From  Jeanne Amey : Right on with that Sean – entry level is easier to show D&I, the company starts to show it’s bias with who gets promoted/retained

10:44:32 >> From  Catherine Hansen : What exactly is meant by “equity” in this context?

10:49:00 >> From  Catherine Hansen : THANK YOU!

10:49:04 >> From  John Sullivan : thank you

10:49:08 >> From  Jeanne Amey : Great discussion – thank you!

10:49:08 >> From  Marie deGroh : Thank you all!

10:49:12 >> From  Maureen Daly   to   All panelists : Thanks everyone-

10:49:21 >> From  Beverly Royall   to   All panelists : Great conversation!

10:49:27 >> From  Jeanne Amey : Same to you!


Some of the attendees…

Name & LinkedIn Profile Group Title Company
Dan Baker Recruiting Manager Healthstat
Maureen Daly Talent Acuuisition Consultant Rose International
Nancy Longcoy Senior Clinician Recruiter Washington Permanente Medical Group
Shawn Watzka Physician Recruiter Inpatient Psych Solutions
Becky Gramenz Sr. Talent Acquisition Specialist Open to Opportunity
Barbara Fasth Sr. Talent Acquisition Partner Menasha
Stephanie Reese Senior Sales Recruiter Apptio
Brent Wardell Senior Recruiter- Mountain Region Kimley-Horn
Kerri Vincent Senior Recruitment Consultant Paylocity
Steven Rosenblum Principal Level 5 Partners
Kristine Nemeth Corporate Recruiter | Talent Acquisition | Senior Recruiter | Full-cycle Recruitment | Diageo
Amanda Mich Senior Recruiter Heidrick & Struggles International
Melayne Smith Talent Acquisition Specialist Washington State Employees Credit Union
Paul Van Dillen Sr. Technology Recruiter Charter Communications
Beverly Royall Talent Acquisition Specialist Reliant Rehabilitation
Marie deGroh Sr. Talent Acquisition Partner Bluewolf
Sandra Maldonado HR Business Partner and Recruiter Esri
Catherine Hansen Talent Acquisition Manager, Global Talent Acquisition Hippo Insurance
Kathlene Whinnery Sr. Talent Advisor Viewpoint
Rose Nolen Talent Acquisition Sourcer ManpowerGroup Talent Solutions
John Sullivan Professional Staffing Developer | Technology & Engineering Practice The Standard
Dave Elliston Lead Recruiter SPS Commerce
Denise Ward Technical Recruiter Wunderlich-Malec Engineering
Kristina Saunders Recruiting Boston Senior Manager, Talent Acquisition J. Jill
Michelle McKnight Recruiting LA Recruitment Lead, Corporate Functions, Marketing & Sales Herbalife
Marvin Smith Recruiting Seattle Talent Sourcer, Software Engineering | Talent Engagement Strategist Lockheed Martin
Staci Daley Recruiting SFBA Recruiting Specialist for Guckenheimer @ Google Guckenheimer
Katie Hoffmeister Recruiting.Work Talent Acquisition Recruiter H&A Architects & Engineers
Michelle Sickles TA Leaders Business Manager / Director of Human Resources LiquidAgents Healthcare
John Capozzi TA Leaders Director of Recruiting and Retention On-Ramps To Careers
Kathy Campion TA Leaders VP, Global Talent Acquisition Afiniti
Jan Zizzo TA Leaders Director Talent Acquisition Charter Manufacturing
Tim Mayer TA Leaders Director of Talent Acquisition Kraus-Anderson Construction Company
Dan Shortall TA Leaders Sr. Director of Strategic Staffing Global Conductor
Jessica Strahowski TA Leaders Director of Talent Acquisition Talent Retriever
Jay Barrow TA Leaders Manager, Talent Acquisition C.H. Robinson Worldwide, Inc.
Jeanne Amey TA Leaders Talent Acquisition Manager PennyMac Loan Services, LLC
James Perduto TA Leaders Head of Americas Talent Acquisition BNP Paribas
Daniella McDonald TA Leaders Manager, Talent Acquisition WorkCare, Inc.
Jessica Burgess TA Leaders Director, Talent Acquisition-North America WE Communications
Nancee Martin TA Leaders Managing Director, Corporate Recruiting AvAirPros

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