If you are trying to build a winning team through the help of a talent recruitment service, it is crucial to assess your company's compatibility with the right agency so you'll receive the best return on your investment and reduce the time it takes to fill roles.
Does the agency you're considering share the same values? Does it have the proper expertise to represent your company's hiring objectives? Below a panel of Forbes Human Resources Council members offers advice and the key points to consider before you commit to outsourcing a talent acquisition strategy partner.
1. A Transparent Company Culture
Company culture plays a vital role here. Culture is fluid and often changes over time. Organizations that track and monitor employee behavior (including employees who are departing) can spot things that may need to shift to maximize a “winning team” culture while also protecting themselves and extending a level of trust to current and former employees. - Gianna Driver, Exabeam
2. Trustworthiness And Credibility
It is critical for talent advisors to be embedded in the business to build trust and credibility with leaders. Then they must be able to learn and understand the critical skills needed to perform the roles, be able to think outside of the box and help leaders navigate all the complexities associated with running a function. - Iman Abbasi, Plume Design, Inc.
3. Continuous Alignment
First, define what it truly means to win. What is the main objective? Why now and why here? What is the minimal viable product? Who are the key stakeholders essential for buy-in? Upfront alignment is critical for success, and ongoing transparency is paramount for sustained partnerships. Stay agile, manage change and continuously communicate but bring everyone back to the "why" in order to stay focused. - Stella H. Kim, HRCap, Inc.
4. Industry Expertise
Recruiters are the key to a successful talent advisor partnership. Some hiring managers only rely on recruiters to supply a steady stream of candidates for open positions without tapping into their vast knowledge and expertise. However, when hiring managers view recruiters as strategic partners in the hiring process, communication improves, candidate quality increases and time to fill is reduced. - John Feldmann, Insperity
5. Strategic Business Processes
The best talent advisor partnerships are approached as strategic consultants who offer insight into the business processes. Talent advisors can identify long-term talent strategies and processes that may help alleviate today’s staffing strain. Business owners who realize that talent advisors can impact a candidate’s first impression of their company help foster the working relationship as well. - Niki Jorgensen, Insperity
6. A Strong Collaboration
The best talent advisor relationships are based on trust and collaboration. Organizations that trust their talent partners to act as true, strategic consultants will build more effective relationships than those that take more of a transactional approach. It’s a fact. - Kim Pope, WilsonHCG
7. Established Goals And Expectations
First of all, everyone is a talent advisor with valuable insights to share and the ability to promote opportunities within an organization. Establish formal and informal exchanges with people about how you got here and how you’re doing today and give plenty of space for questions. Also, offer mentorship to establish who can help, what are the expectations and how to get started. Then watch the magic unfold. - Tatjana Tasan, MEETYOO
8. Proactive Skills Assessments
To create a compatible marriage between strategic workforce planning and talent management, it's important for leaders to proactively begin to assess the critical bodies of work and the expertise aligned to that work. In addition, it is key to understand the skill gaps through assessments and taking any opportunities for upskilling, re-skilling and improving the go-to-market strategy. - Britton Bloch, Navy Federal
Published August 1, 2022
Source: Forbes Human Resources Council