This week in the Holistic Recruiter Club
Lots of tips and advice!!!
📅 This Week's Highlights
🎙 Podcast Update:
I am pausing for summer and preparing my new series coming in September, we will be talking about everything from women in tech, returning parents and careers to the workplace, equality and how to build diverse pipelines.
In the meantime please check out the first 16 episodes
🎥 The Two Tired Dads of TA Talk & Tech
The latest episode out now: Check it out: TTDTTT YouTube Channel
🎤 Call for Speakers
Interested in joining the show? Send a message to john@holisticrecruiter.club.
🎥 The Two Tired Dads of TA Talk & Tech
This is the first of our Summer Specials
This week me and
discussed all of this and what a great chat it was as usual…..🤕 Is Talent Acquisition Broken?
🌉 Bridging the Skills Gap
🎶 Summer Reads and Playlists
💥 The Role of Hiring Managers
👨💻 Choosing the Right Tech Stack
We have a few more of these over the next 6 weeks and then from September, we will try our new show format!
TA is Broken Mini-Series
Why not having the ability to prioritise projects is making TA less productive? And how do we fix it?
Last week, I spoke about the issues when selecting tech and its impact on the perception of TA teams!
This week, we’re going into the challenges of which projects to work on when and prioritising.One of the biggest problems I see in TA is the lack of a clear system for prioritising projects. This create chaos stress, reduced efficiency, and in the end its lead to missed opportunities. When TA teams can't do this properly, everything suffers, from candidate experience to the overall success of recruitment strategies.
Here are a few issues I see:
Without prioritisation, TA’s all to often juggle too many tasks at the same time, leading to burnout and decreased productivity. Urgent and important tasks can easily get lost in the mess.
When projects aren’t prioritised, deadlines can be missed. This can means a net lost talent aquireed and missed business opportunities, negatively affecting the company's growth and competitiveness.
You will also start to see poor candidate interactions. High-priority candidates often do not receive the attention they deserve, resulting in a poor candidate experience and potentially damaging the employer brand.
TA teams also often allocate resources inefficiently without clear priorities. Time, budget, and manpower can be wasted on less importnat tasks while more important projects suffer from a lack of attention.
If you have defined what needs to be done when team members are on the same page. Without it, miscommunication and disorganisation can become too common, leading to frustration and inefficiency.
By not priotising TA teams are constantly in reactive mode, addressing the most immediate issues rather than strategically planning and executing long-term initiatives.
In my podcast with Hélène, we spoke about exactly this. To address these issues, TA teams can implement the RICE method for prioritising their projects. The RICE method, used widely in product management, evaluates projects based on four criteria: Reach, Impact, Confidence, and Effort. Here's how it can be applied in TA:
Reach: Estimate how many candidates or hiring managers a project will affect. For example, a new applicant tracking system (ATS) could improve the workflow for the entire TA team and all candidates interacting with it.
Impact: Determine the potential effect of the project on your goals. Will it significantly improve candidate experience or streamline the hiring process?
Confidence: Assess how confident you are in your estimates of reach and impact. If you're unsure, it might be wise to gather more data before prioritizing the project highly.
Effort: Estimate the amount of work required to complete the project. Projects that deliver high reach and impact with low effort should be prioritized.
By scoring each project on these criteria, TA teams can create a clear prioritisation framework that helps focus on the most critical tasks first, ensuring efficient resource allocation and consistent candidate experiences.
Give it a go today! And let me know if you try it.
And here she is talking about the importance of feedback loops!
Full episode is here :-
Next week, I will explore the importance of stakeholder alignment in the TA process!
This week’s top tip
I had a tonne of great feedback on this and it’s something that can potentially help you by giving to your hiring managers.
This is simply a hiring manager interview feedback tool. You can make it yourself or use the one I made. I have tried this out with a CTO of a company I was working with and his feedback was “wow this is very cool, and clearly I have some work to do”.
The way it works is you need to take the transcript from your interview (ensure you get permission to record first!)
Then you change the names in the doc from to Interviewer and Interviewee or whatever you prefer
Then upload the doc.
Put in the criteria you want to assess the interviewer on.
Click play and then you get feedback!
Simple as that.
It’s quite a nice way to get the Hiring Manager thinking about improving without them becoming defensive.
Tiktok failed to load.Enable 3rd party cookies or use another browser
Here is a link for you to try: -
https://partyrock.aws/u/Holisticrecruiter/i1dbTiuin/Transcript-Feedback-Assistant
What I Learned and Did This Week
If you slightly drop off of posting on LinkedIn and your other social channels your reach drops drastically unless you are already a big hitter! Whilst I have reached nearly 200,000 impressions this first 10 months of posting you realise you have to be well in advance on your content.
Which is why I have created 6 weeks of content in advance leaving my Friday to be more creative!
Thanks for reading!! And enjoy the sun!!!!!
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