Recruiting at Scale: Align, Accelerate, and Automate

In this lecture, we share some of the guiding questions and considerations that will help you drive your workforce strategy and build your talent plan. This lecture is accompanied by a Workforce Analysis template and a Hiring Plan template to help organize and present your goals. These templates should become living documents that you can continuously use to highlight gaps in your organization, map employee career growth, and track hiring progress to ensure it aligns with your business goals. Organized and clear material like this is critical when positioning Talent as vital for your organization, and positioning yourself as a strategic leader. Leverage and present these plans when aligning with senior leadership or advocating for your own team’s resources.

This lecture focuses on taking the talent needs you’ve identified from your Workforce Analysis and Hiring Plan exercises and turning them into actionable priorities. The Role Prioritization template that accompanies this lecture can be utilized during 1:1 meetings with your leaders and hiring managers to help them frame their recruitment needs in relation to their departmental needs, and furthermore in relation to the company’s overall business goals. We recommend using a version of this template for each hiring manager, and an aggregated version by which to manage your recruiting team. Role Prioritization will help ensure that your team, and the hiring managers who rely on them, are consistently driving toward results that support the company’s greatest objectives.

This lecture is designed to help you and your team think about maximizing your inbound candidate efforts. While inbound is rarely the only way to attract quality candidates, job posts and referrals often create a critical mass of “buzz” around your company, maximizing your later outbound sourcing efforts. We’ve included an Inbound Candidate Tracker template and Historical Inbound Candidate Tracker template as tools to help you leverage your applicant sources more efficiently, with insights on which sources to invest in and which aren’t performing. Determine your goals and objectives, then tailor this tracker to best suit your needs. Once you’ve gathered relevant data, be sure to utilize it wisely by setting action items and goals that align with your findings.

This lecture aims to provide insight into how the success of your company as a whole depends on the success of your candidate funnel. While we love great inbound applicant traffic, we know it often takes a long search and courtship to close the best candidates for your team. If you track the quality of your top performers and trace them back to their source of hire, you will begin to see patterns and can leverage that insight for future searches. The accompanying Outbound Sourcing Tracker and Historical Outbound Sourcing Tracker should be utilized in the same way as the inbound tracker discussed in the previous lecture. Again, be sure to tailor this to your team’s needs and goals, and make decisions based on the data and findings you capture - not just your assumptions or impressions of your outreach efforts!