Founder @ Talenta HR Group. Building TalentSignal. I help PE-backed companies scale without gutting the culture that made them great. Executive search | Fractional HR Leadership |Talent strategy for founder-led growth. Creator of The Talent Multiple—a newsletter about building enterprise value through people, not just process.
The Main Reason your Talent Acquisition Team isn’t Successful
|
What We're Digging Into: The heart of elite recruiting team remains the same—great relationships with the recruiter and hiring manager. Why it Matters: All the tech in the world can’t save you from unwilling partners and poor collaboration. Few things are as fundamental to recruiting success as a hiring manager who doesn’t just “work” with their recruiter but is willingly accountable for successful hiring. Average recruiters with a great hiring manager relationship will outperform a stellar recruiting with an absentee hiring manager. See if this sounds familiar: A new opening considered “mission critical” is approved by the executive team. The assigned recruiter, excited to make a name for themselves quickly attempts to book the intake and get all the details.
Your recruiter has spent weeks digging deep with clever outreach campaigns and has landed 3 incredibly talented candidates.
If you’re a hiring manager that can’t prioritize your own open position, then hiring the wrong person is the inevitable outcome. If you’re a recruiting leader, but can’t figure out how to engage your hiring managers, you’re likely facing a frustrated team, and a growing list of poor hires. It’s time for a change..... Here’s where to begin: Project Mindset: Navigate the Search Together Treat each search as a unique project, bringing both hiring managers and recruiters together with a shared goal.
This mindset keeps everyone on the same page, focused, and accountable throughout the journey. Clearly Define the Candidate Profile Without a shopping list, you come home with the wrong ingredients and a lousy meal. The foundation of a successful search is a crystal-clear understanding of the ideal candidate profile. Aligning expectations ensures a targeted and efficient recruitment process. The hiring manager and recruiter should be on the same page right from the start. Equal Partnership: It's not a one-sided affair. The hiring manager is the subject matter expert on the role responsibilities. The recruiter is the subject matter expert on finding and curating the candidates. One cannot be successful without the other. A balanced partnership fosters an environment where everyone feels valued and motivated. Shared Accountability Bad hires usually boil down to searching for the wrong person in the wrong places, then settling on the average candidate because you can’t tolerate the opening any more. Who’s to blame?
When both hiring managers and recruiters take ownership of the outcome, your odds of a great hire are 100x more likely. Choose your Interview Team Wisely While it seems like including every leader who interacts with the role in the interview process, there are huge tradeoffs. For every new person you add, the logistics get more difficult. More calendars to coordinate, more ratings to gather, more politics to navigate. Your best bet is to keep the interviewer list no bigger than necessary. 8-10 is the right range for most leadership roles. Better hiring practices aren’t always complicated. They don’t always need new tech, or even a new set of recruiters. What you need….is more collaboration. To your success, Alden Founder, Talenta HR Group P.S. Whenever you're ready, there are 3 ways I can help you:
|
The Talent Multiple
Founder @ Talenta HR Group. Building TalentSignal. I help PE-backed companies scale without gutting the culture that made them great. Executive search | Fractional HR Leadership |Talent strategy for founder-led growth. Creator of The Talent Multiple—a newsletter about building enterprise value through people, not just process.
The New Talent Bottleneck Isn’t Hiring. It’s Attention. Most companies don’t have a hiring problem. They have an attention problem, and they’re measuring the wrong thing. I’ve been talking with a lot of recruiting leaders lately, and the conversations tend to follow the same arc. They start with frustration. Pipelines feel thinner than they should. Time-to-fill keeps creeping up for key roles. The quality of inbound applications feels off, even with healthy budgets and capable teams in place....
What We're Digging Into: Recruiting, by nature, is inherently a subjective game. Lots of opinions, lots of guesswork, and few tools to really “test-drive” a candidate’s ability. So, how can we begin to improve our odds? Why It Matters: While its true nobody scores 100% with recruiting execs, by introducing data, you get much closer… When the stakes are tens to hundreds of millions of dollars, every percentage point in the right direction matters. Today, we pull back the curtain and share a...
What We're Digging Into: Operating in a silo, a vacuum…. or really any other isolated structure is no way to run your talent function. Sure, there’s tons of work to do, but is it the right work? Why It Matters: Many HR teams, along with unwitting executive teams still view HR as “nice to have”. This is largely because the programs and projects HR execs choose don’t really apply to where the CEO and CFO are focused—Business outcomes! The reality of business is clear: No two organizations are...