ALL POSTS

3 Expert Tips for Creating a Talent Strategy

Introducing a new monthly series on the Lever blog, where we feature expert advice from select partners to help you source and hire the best for your company.

A winning talent strategy has many layers and components. From enabling seamless collaboration with hiring managers to attracting talent with a strong employer brand, success takes constant calibration. 

So how can you ensure your company is capitalizing on all the right areas?

This month’s expert contributors:

  • Stephanie Vargo, Head of Talent Acquisition at Avant
  • Stacy Carlone, VP of People at G2 
  • Mark McFarland, Senior Manager of Talent Acquisition at Relativity

[Video]

Here’s what these three talent experts had to say at Lever’s recent Lunch and Learn in Chicago, organized into five steps — including their notes below, so you can better iterate as you go!

Step 1: Create an Employer Brand

 Above all else, be consistent with your core values. Allow for everyone to empathize and relate to your culture and to connect with your company. Make candidates feel that they belong from the minute they walk in the door by leveraging engaged recruiters and your marketing team to share that message. 

Last, but not least, don’t forget that the candidate experience plays a part too!

Step 2: Ensure the Best Candidate AND Hiring Manager Experience

Sit down with hiring managers and make sure everyone understands what they’re looking for and set those expectations up front. Establish deadlines and manage to those timelines. Help your team understand how important their roles are to the hiring process.

Remember: In recruiting, you’re serving your external customer (the candidate) and internal customer (the hiring manager) throughout the process. Lean on hiring managers for job requirements and interview musts before posting the job description.

Step 2: Nail Training and Process Development
Process helps ensure you get reliable results in the future. It’s important that hiring manager trust is built in with strong processes in place and that everyone knows a strong candidate will be put in front of the right people at each stage of the interview process.

Step 4: Measure Performance and Growth

Every good recruiter needs to be a good sourcer as well. Overall metrics like through-put, time-to-fill, and number of reqs per recruiter are important. But also remember the limitations within these metrics, like time-to-fill and that you’re never sacrificing quality for quantity.

Check that recruiters have time to network and go outbound to hunt for the right candidates for the right roles. Recruiting is everyone’s job, so share responsibility across teams and keep employees engaged throughout the process.

Step 5: Monitor Metrics to Improve Over Time

Know your team’s capacity based on their proactive activities to go outbound, and reliability of when they can know they’ll be able to add team members for roles. Create priority lists and ensure hiring managers are aware of your priority list. Be realistic about the requirements needed to fill roles and rank positions in terms of importance. 

  • Lever tip: The best way to help set your team up for success is to ensure that your software gives this information to you to save time. Lever can do that through Lever Talent Intelligence to even deliver metrics by role to share with department heads at any given time throughout the recruiting process to ensure hiring goals are met.

Looking for more inspiration on creating a winning talent strategy? Download our new ebook, 3 Ways to Create a Winning Talent Strategy, today!