Welcome to the Talent Era, the candidate's market.
Companies are grappling with the challenges of hiring right talent in a tight diverse and hybrid labor workforce economy. When the external environment is challenging and turbulent, its important that internal stakeholders within an organization collaborate and co-create avenues to mitigate these challenges.
The talent acquisition (TA) process needs to be redefined to address the talent dearth across different industries. As of date, the talent acquisition division in many organizations experience a push-pull between hiring managers (HMs) and TA teams. A requisition opens up and the hiring managers needs to fulfill the position. However, when the TA team shortlists resumes and shares with the HMs, the latter get too busy to assess the talent within a short time. This push-pull is referred as hiring shuffle by Scott Wintrip.
To mitigate this push-pull, I think it's important that hiring managers (aka Talent Advisors) and the talent acquisition team (recruiters aka Talent Champions and Recruitment Managers/Leads) need to regularly participate in "Hiring Cadence" - a symphonic collaboration to screen and assess right talent at the right time by eliminating any delays in the entire talent acquisition process.
When hiring managers and talent acquisition team commit to the cadence, they are more likely to embrace hiring agility.
What are your thoughts on this symphonic collaboration? What other strategies can we as HR / TA Practitioners plan and implement? If you are interested to ideate and share your thoughts on hiring cadence, please feel free to connect with me or share your comments. Thank you!
