Talent Acquisition impact pyramid; Many businesses approach talent acquisition backwards: - They start with tactics (recruitment agencies, job postings, etc.) - Write generic job descriptions - Then try to link this description to potential candidates - Without clear value propositions and authentic positioning Instead, they should start from the foundations, not the roof. Every problem/failure is a symptom of a problem at the level below. Recruiting not effective? → What's the process? → Who's the ideal candidate? → Where are you finding them? → What is the value proposition? → Is it differentiated and authentic? → Do you know the TAM and are you tracking metrics? Work on TA from the bottom up: → What's our process? → Candidate Persona: Who are we looking to hire? → What do we need skills wise? → Value prop: Which ones do we go to market with and test? From there comes the rest: → Job descriptions → Messaging & pitch → Recruitment tools & platforms → And finally, the tactics: → Sourcing, job boards, social media, 3rd parties etc Results from these tactics feed back into Employer Branding and TA strategies. It's easy to put the blame on the market or your team — but 99% of the time there's an underlying problem. (Shout out to Maxim Poulsen for post inspo.) What do you think?
How many companies have battle cards? I have the feeling it's not many
im loving these infographics Adriano Herdman. have you considered putting them all together into a graphic novel of recruitment awesomeness?
Adriano Herdman, I love this visualisation. It helps shift the emphasis from tasks/activity void of direction that stakeholders often gravitate towards. I would also add Org Design to supplement the TA strategy. The initiatives TA embark on should align with the future org view and ensuring the hires are building the teams a company needs to achieve strategic milestones.
I was just having a very similar conversation this week. It's really key for people in TA/Recruitment to stop jumping straight into the "how" of recruiting without putting in the ground work. One example (particularly in fast paced/high growth companies) is not being aligned enough to company strategy/changing needs of what we are looking for in new hires; and taking the time to develop key skills/ideal candidate profile/messaging - which can run the risk of new recruits fitting an "old/currently good enough" profile that isn't forward thinking enough. Love this as a visual representation of TA strategy - thanks for sharing!
True, most recruiting efforts start straight into a LinkedIn Search ?? Preparation, planning, and strategy always beat reactive hiring and guesswork.
One of my best advice received in recruitment, was how important is to have a thorough understanding of both your business and the extent to which you can hire based on potential, as well as the funnel and the audience you need to attract in the process. I love this pyramid Adriano Herdman as it nicely showcases the process of working backwards to create the right strategy and adapt it precisely to the needs and complexities, as it is super visual! I will borrow it to help me communicate its importance. Thank you for sharing!
Hey Adriano! This post is spot on! Starting with foundations makes total sense. Tactics won't work without a strong base. Your points on candidate persona and value prop are great! How do you suggest we track metrics? I think many will learn from this! Looking forward to your thoughts.
Love this - the difference between TA and recruiting in a nutshell.
Really great job here Adriano Herdman, excellent orchestration.
Global Talent Leader at Booking.com | RL100 | Talent Acquisition, Sourcing & Operations
2 个月I like this and agree, but also think some of the market mapping/sourcing strategy can really start one step earlier than just TA Strategy - TA needs to have a real seat at the Workforce Planning table, so they can use talent TAMs, talent competitor intelligence and inbound/outbound strategy in order to influence what, why and where hiring is needed from the outset.