Post on 14-Jan-2017
Amy Segal Managing Director, Recruitment
Edelman
How to get C-suite buy-in and build a cutting edge recruiting team
A quick snapshot on me
THAT’S ME!
When it comes to talent, a cutting edge recruitment team is the greatest competitive advantage
a company can have.
How to get there
Build a metrics-based story
that positions in-house
recruitment as a strategic partner and competitive
weapon
Identify Influencers
or change agents to help tell your story
Hire a team that’s passionate
and relentlessly curious
about the business
Build a metrics-based story: 3 key components
1. Establish baseline metrics 2. Identify the top business problems 3. Assess your team
Establish your baseline
Hires over the past 6, 12, 18, 24 months
What business units, geographies
Replacement vs. growth
Time to identify candidates
By level, by title
Turnover
Talent mapping
#’s that matter to your business leaders
What are the top business problems facing your leaders?
What is going well?
What could be better? What are the
challenges you’re hearing?
Not getting enough
candidates?
Are they the right kind of candidates?
Are the candidates
being vetted properly?
How much money is being spent on search
firms?
How is the candidate
experience?
Identify Influencers/Change Agents
How many hires have they made?
What is the background of your recruiters?
What are the challenges you’re
hearing?
What are they personally passionate
about?
LinkedIn Recruiter Analytics
Are they passionate about your business and the vision for the
company?
What is standing in the way of your
recruiters being more effective?
Do they know about the industry you’re in?
That is not her middle finger
Hire a team that is passionate AND relentlessly curious about the business
To summarize
Build a metrics-based story
that positions in-house
recruitment as a strategic partner and competitive
weapon
Identify Influencers
or change agents to help tell your story
Hire a team that’s passionate
and relentlessly curious
about the business