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3 Key Takeaways From Global Talent Acquistion Day

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3 min read

Last year, Adway participated in an event called Global TA Day! Hosted by ATAP, the 14-hour virtual experience has gained notoriety over the past few years, as more and more companies have become invested in the latest talent acquisition trends and what the future holds for the field. The day is also a way to celebrate the impactful work and contributions made by Talent Acquisition teams across the globe.  

The event garnered over 1,500 attendees from 60 different countries - all of whom had the opportunity to sit in on presentations from 70+ speakers. A wide range of topics were discussed throughout the day, like diversity and inclusion, employer branding, pipelining and sourcing, the candidate experience, and more. If you couldn’t participate, don’t worry! Here at Adway, we’ve always got you covered. Here are the top three takeaways from Global TA Day. 

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HR Needs to Focus on Becoming a Strategic Business Partner 

This topic was discussed by Anna Stenbeck and Bret Freig 

Even the most senior recruiters can find themselves playing the part of “order taker” at any point during their careers. Imagine how impactful it would be to position yourself as a valuable asset right from the start? Talent Acquisition has the power to drive business goals and overcome challenges, such as employee retention or attracting high-quality talent. By approaching these matters from a candidate-focused lens, companies can develop the “why” and “how” behind some of the issues they’re facing - whether it’s performance, a lack of a strong pipeline, or internal culture.  

All too often, you’ll hear a recruiter remark, “My hiring manager won’t listen to what I have to say.” However, every concept, argument, or initiative should start and end with data in order to back up your claims and provide real insight. Questions to ask yourself are: “Are we focused on being solutions-driven?” And, “Are we being proactive versus reactive?” 

The goal is to move out of the order-ville hierarchy and shift the outward perception of the Talent Acquisition team. Showcase your value by gaining a deep understanding of the historical data, identifying gaps in workflow, and staying up-to-date with the latest trends in the field. When you have evidence-backed conversations, it can transform a one-sided relationship into a beneficial, two-way, partnership.  

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Diversity Is Being Invited to the Party; Inclusion Is Being Asked to Dance 

This topic was discussed by Vanessa Raath and Lerato Semenya 

In the wake of apartheid, South Africa is battling workplace issues surrounding inclusion and diversity. In response, the South African government passed the Broad-Based Black Economic Empowerment (B-BBEE) Codes of Good Practice in an effort to ensure companies stop exclusion and have a positive global impact. Like South Africa, countries across the globe are taking a similar stance - ensuring businesses are adhering to inclusive workplace practices.  

Placing an emphasis on diversity recruiting opens up a whirlwind of opportunity for employers. It allows companies to tap into new perspectives, boost morale and performance, and access a broader pool of talent. In fact, in a study on Global Diversity and Inclusion led by the Society for Human Resource Management (SHRM), 53% of respondents said the leading business rationale for their diversity programs is the ability to promote efficiency by accessing a broader range of skills.  

From an employer branding standpoint, authenticity and purposeful work are what candidates are looking for in a potential employer. By diversifying your team, you’re effectively building a culture rooted in acceptance and openness. Your embracing differences and allowing individual voices to be heard, which can open your business up to new levels of success. Employees want to work with real people. Real teams. There is no more room for bias.  

Use Your Data Strategically 

This topic was discussed by Bill Boorman and Ivan Stanjaniovic 

Oftentimes, when people hear the word “data,” their knee-jerk response is, “we need to be more human.” However, data consists of facts and statistics, serving as a resource for employers to make informed decisions. And to be clear, data should be viewed as something completely separate from showcasing humanity or emotions. One of the main reasons people react this way is due to fear; fear of being replaced by automation. But, with this mindset, people often fail to see the opportunity and the positives, like making life easier and more efficient. 

By leveraging data and automation, TA teams can focus 95% of their attention on the bottom of the funnel. In reality, however, recruiters are spending 95% of their budget and time living at the top of the funnel. As humans, we have the ability to take data and numbers and put them into a meaningful context.  

An algorithm is limited; it can react to trends but it cannot identify the root cause of the trend - only a living, breathing person can do that. Data gives you a high-level, helicopter perspective, which can be used to build successful recruitment and talent acquisition strategies. We need to measure and understand impact in order to demonstrate value.  

These were our top three takeaways from the Global TA Day. How is your organization responding to some of these challenges? Share with us in the comments below! 

 

 

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