Welcome back to our ConveyIQ Weekly Roundup! We’ve gathered five interesting articles from HR and Talent Acquisition experts so you don’t have to. While you were busy putting out HR fires all over, a lot was going on in the world of HR, including tips for which recruiting metrics to be tracking and an elucidating TED talk (our first ever video in the round-up). Enjoy!
In this insightful article, Dr. John Sullivan highlights a key differentiator in how the best firms recruit innovative talent: data. By using data-driven models that track more than just popular metrics like time-to-fill, companies like Google and Amazon are able to constantly refine their recruiting process to win top talent. Sullivan not only outlines 7 key metrics your team should be tracking as soon as possible, he demonstrates how changes in tracking data have resulted in massive ROI for well-known companies like Footlocker.
Realistically, we all know we are not getting rid of job interviews any time soon. That doesn’t change the fact that in their current form, they’re a huge bottleneck in the hiring process. As Meghan Biro from TalentCulture points out, recruiting teams are flooded with resumes where “only half of these candidates are actually qualified.” Rather than using the interview as the way to filter through the surplus of candidates, Biro suggests using a pre-employment screening process to quickly identify which candidates are qualified THEN setting up an interview where candidates and recruiters can have a more meaningful face-to-face interaction. As we mentioned in last week’s round-up, the resume flood has been prevalent for almost 15-years now and adapting to the volume can be difficult without a fast application review process in place.
Sara Pollock from ClearCompany outlines three ways to improve the relationship between hiring managers and the recruiting team in order to get great talent through the door. The often contentious relationship between hiring managers and recruiters is well-documented on our blog, but we really enjoyed this fresh take.
Among her tips are to involve hiring managers from the beginning for roles where there just can’t be miscommunication and the candidate needs to move to the second round quickly. For competitive roles where you passively source, this is essential.
At the beginning of this inspiring TED talk, Regina Hartley, the VP of Human Resources at UPS, channels a scenario familiar to most HR professionals. You’re filling a role and have your choice between one candidate who comes from a top college who has only great work experience and the other who comes perhaps from a less reputable school and has a “resume story like a patchwork quilt” but an impressive interview.
Which would you choose?
Hartley calls this the “silver spoon vs. scrapper” question. As someone who came from a poor family and who had to wait tables through college, Hartley knows what it’s like to be a scrapper, and argues that scrappers tend to outperform their silver spoon peers. I won’t reveal too much more, but this video is a definite reminder of how in talent acquisition, you could be the one to find that diamond-in-the-rough candidate who could change your organization forever.
With the popularity of technologies like Netflix and Hulu, cord-cutting is more trendy than ever in 2017. Just like cable, Human Resources is the long-established business function which has become ill-equipped to still house the newer and robust Talent Acquisition function. Like Netflix and cable, Brenan German from ERE argues that it’s time to cut the tether that links Talent Acquisition and Human Resources. While HR is more centered on compliance and administration, Talent Acquisition at many companies is seen as an “internal staffing business,” and should have the independence and resources to fight the so-called “war on talent.”