Noble Talent

Couldn't agree more, Brandon! We've seen firsthand how much pressure TA Leaders face trying to manage everything themselves. That's exactly why we designed our approach to be flexible and results-driven, allowing leaders to scale effectively WITHOUT compromising their personal well-being. If you're thinking about how to make a strong business case for RecOps this budget season, feel free to reach out — we're happy to help you build one that aligns with your specific needs. 2025 can be the year you achieve more by doing less! ?? #TalentAcquisition #Recruiting #HRLeadership #PeopleOps #BudgetPlanning

How to build a process that people actually WANT to follow. 5 secrets everyone should know. 1. ?? Start with WHY. Make it clear why the process exists by establishing the desired outcomes. 2. ?? Listen. Gather feedback from people who need to adopt the process- especially the "difficult ones". Show them you value their input. Always assume positive intent. Seek to understand what frustrates them about the current process and what their goals are. 3. ?? Outline and trim. List out the entire process. Scrutinize it. Determine what's absolutely necessary and what can be deleted. Also, ask what can be automated! 4. ? Make it simple. Document your process by placing each step into a top-line category. For example, the first steps of a hiring process may include creating a job description, requesting approval, and assigning the role. Place these tasks in the "Create" category. These categories will form the foundation of your high-level overview. 5. ?? Be clear. Include every detail of your process, including tasks, owners, and SLAs. For example, a task may be to post a job on your careers page. The owner is Recruitment Partner and the timeframe is within 2 days of receiving the completed interview plan from the hiring manager (previous step). Compile these steps into a table to make them easy to follow. ?? Bonus: Make your documentation engaging with media. Annotating screenshots is time consuming and may lead to more questions. Instead, use a tool such as Loom to record your screen while narrating your process. It's easy for users to edit and timestamp. Viewers can easily change playback speed and leave comments. Plus, you also get viewer analytics. The most successful processes have four things in common: (1) Buy in from the business, (2) Intuitive and friction free, (3) Supportive and easily consumed resources (TikTok not textbooks) and (4) Continuous user feedback for ongoing improvement. What steps have worked for you to drive effective processes? Share your wisdom in the comments! #HRLeadership #TalentAcquisition #RecruitmentStrategies #EmployeeExperience #ProcessImprovement

?? The Head of Talent Acquisition: The Most Unicorn of Unicorn Roles The "Unicorn" candidate - a mythical being sought for impossible roles due to unrealistic expectations. Sound familiar? It’s not just candidates; the Head of TA role is a unicorn in itself. But they aren't in the room to guide that search and push back on what's reasonable. But let’s get real… this role is set up for failure. Let’s break it down: ?? Team Builder: You’re tasked with building and leading a team ?? Recruiter: Carrying your own req load, often for executive searches ?? Stakeholder Manager: Keeping everyone happy is a full-time job ??? Process Architect: Creating and enforcing a fair recruiting process ?? System Admin: Handling everything from system vetting to troubleshooting ?? Employer Marketer: Crafting a brand to attract the right candidates and repel the rest ?? Trainer: Ensuring everyone knows how to assess candidates and create a great experience ?? Data Analyst: Be a data guru with performance stats top of mind (“I’ll get that info to you by EOD"… "I hate my ATS”) If you’re still with me, you feel my pain. I’ve been in that same boat ?? (with a hole in it and nothing but a bucket ??) The expectations on us are unrealistic and unsustainable. It’s time we advocate for ourselves and the function - make the case for the resources, support, and team structure we need to succeed. This is why Robert Correia and I created our Talent Ops 180 service. We take the Ops load off your shoulders. We manage: ??? Process Architecture & Documentation ?? System Optimization and Management ?? Employer Branding ?? Enablement ?? Data Analytics So you can focus on: ?? Building your team ?? Recruiting like a boss ?? Managing stakeholders up/down/sideways Many Heads of TA excel at several of these roles - They might be the best recruiter, leader, team builder, but that doesn't always equate to the best when it comes to systems, data, documentation, branding training, etc. - even the best can't be savants at all of it, let alone have the time to do it all. But the Head of TA should be a superstar at the core recruiting functions and let us handle the rest. We’re not unicorns; we’re professionals who deserve to be set up for success. What’s been your experience as a Head of TA? Have you found ways to make it work without burning out (besides your nights and weekends)? Let’s start a conversation about reshaping the industry to better support TA leaders. Drop your thoughts in the comments or reach out if you’re ready to take control of your Talent Ops. #TalentOperations #RecruitingOperations #RecruitingLeadership #HRLeadership #TalentStrategy

No one WANTS to take forever to make a hiring decision. And they definitely don’t want to hire the WRONG person. But more than often, this is the reality of hiring… ? This is why it's critical to establish clear OUTCOMES when kicking off? a new role. By outcomes, I mean what the hired person must accomplish. They should be as specific as possible. For example, outcomes for a software engineer at a fast-growing tech disruptor may be (a) Develop and deploy X feature within the first 90 days, (b) Reduce system latency by 20% within six months and (c) Mentor and onboard two junior engineers within the first year. Outcomes provide the business with a clear understanding of how the hire will contribute and enable your hiring team to align on competencies that all candidates must be evaluated on. This shapes scorecards (feedback forms), reduces bias, and instills confidence in interviewers. ??Ultimately, this helps you hire the best person, faster. Time and again. ?? Pro tip: Give your new hire peace of mind by sharing the expected outcomes with them. They will know how their performance will be measured, what must be done, and what’s important to the organization. ??? Bonus: Reference the outcomes when considering quality of hire or performance reviews. There are 101 ways to measure this, though a simple approach is to ask, “Did they achieve the outcomes or not?” #TalentAcquisition #OutcomeDrivenHiring #HRLeaders #HiringExcellence #NobleTalent

Head of: "How would you measure their performance this year?" Manager: "I think they're doing well..." Head of: "You think?" Clear outcomes lead to clear decisions. Don't kickoff a role without them.

Why resourcefulness is the only skill you really need… It’s 2016. I'm leading the TA team at Enjoy Technology. The CEO signs a massive deal with a huge client, one that requires us to hire 300 people in 3 months to fulfill. NBD if you have a properly resourced team… but it was just me and my recruiting coordinator, Renee Joannou. So what did we do? PANIC!!! (JK JK ??) We booked a conference room and started brainstorming ideas of how we could make this happen. We put together a detailed plan that broke down exactly how many recruiters, sourcers, and coordinators we’d need to achieve the goal ?? ?? Guess what finance said? “There’s NO headcount to hire recruiters.” OHHKAAY… ?? So back to the literal drawing board. We tossed around more ideas, made all the calculations and we were stuck. Every plan we came up with required people to handle the sourcing, phone screens, scheduling, events, onsites, offers… you get the point. After a few failed attempts to convince finance that there’s no way around it… there I was faced with the prospect of failure, or quitting and wishing them good luck ?? ??But then it hit me, after a long night of work dreams, I figured it out. If finance won’t FUND the resources, we need to DEVELOP the resources?? This is where the resourceful part comes in… I put a plan together in a few slides (at Enjoy, it had to be in a pretty slide for people to pay attention). On the slides were a depiction of what would happen if we tried to shoulder the load amongst the two of us ?? - the experience, the burnout, the outcomes ??(utter failure)… Then I proposed a plan to borrow employees from other departments, forming a SWAT Team ????????♀???. We’d train 12 bright, driven field employees, build out a detailed recruiting process, and automate whatever we could (Remember this was 2016 so AI was only in the movies). Finance approved and guess what… We did it! ?? We hired those 300 people on time with no additional headcount, minimal additional spend and now we had a recruiting team! Over the next three years, we grew from 200 to 1,600 employees globally. ?? One of those SWAT team members, Robert Correia is now one of my best friends and business partner at Noble Talent. Together, we transform TA operations so teams can achieve the impossible. ?? Next time you're faced with a tough challenge, take a step back to consider all options, not just conventional ones. Don’t let a lack of resources be the reason for failure, be resourceful and find a way to make it work (Pulling on emotions and painting a picture of the likely outcome helps). ?? If you need help overcoming a recruiting challenge, I'm happy to hop on a Zoom to give you some ideas on how to unlock your team's potential. ?What's the most resourceful thing you’ve done to overcome a lack of resources? #TalentAcquisition #Resourcefulness #TalentOperations #RecruitingOperations #EnjoyTechnology

Thinking about switching ATS? Don’t overlook these 3 critical considerations. 1. ?? Current ATS Structure: Is your ATS structure aligned with systems used by other departments (e.g. HRIS and Finance)? When possible, it’s ideal to use the same department names and office locations on all platforms. This helps with data hygiene, integrations, and cross-platform reporting. If the systems are not aligned, perform a thorough data mapping exercise. 2. ?? Active Candidates: Keep your candidate pools clean and organized. This makes placing candidates in the proper stages much smoother in your new system. 3. ? Historical Candidates: Establish criteria for importing candidates, such as the application date. For instance, import candidates who applied within the last X months or years. Ensure compliance with local privacy laws (e.g., CCPA and GDPR). Also, consider how often your team re-engages with former applicants. It may be beneficial to import individual candidates as prospects instead of a bulk migration, especially if the organizational structure will differ in the new system. ?? Like moving into a new home, a new ATS is a clean slate. Make the most of it by bringing over exactly what you need. What crucial considerations have you made when implementing a new ATS? #ATS #Recruiting #HRTech

Recruiting isn't easy, but it's a lot easier when everyone is on the same page.

People are the most important asset to a company, make sure you have your Talent Acquisition machine dialed in to hire the best, faster. #TalentAcquisition #RecruitingOperations #Netflix #Hiring

?? Let's talk about the powerhouse behind every successful Talent Acquisition team: Talent Operations. ?? At Noble Talent, we're all about optimizing processes, fine-tuning systems, and your employer branding to supercharge your recruitment efforts. ??? We're the wizards behind the curtain ??♂? , weaving together seamless processes that turn chaos into clarity and transform your hiring strategy from good to unstoppable. ?? Whether it's revamping your ATS, refining your employer brand, or training your interviewers, we've got the expertise to make it happen. Think of us as your secret weapon, arming you with the tools and strategies you need to attract, engage, and retain top talent in today's competitive market. ?? So if you're ready to revolutionize your Talent Ops game and take your recruitment efforts to the next level, let's connect! ?? Drop a comment or shoot us a message – we're here to make talent acquisition more efficient and effective than ever before. ?? #TalentOps #RecruitmentEfficiency #EmployerBranding #fractionalTAOPS