Gaps, barriers and challenges impacting effective execution of our TA strategy

Planning & Forecasting

Biz doesn't know what they need

So much is changing in their area

Unsure of what good looks like

Lack of awareness of R&R

May not be asking the right questions at the right time

There are a lot of players

Not looking far enough out to do the planning

Not part of their mindset

It's difficult to do

Place less value on the work and impact of not doing it well

Ambiguity around talent needs

Lack of clarity and ownership to define TA strategy when the business knows what they want

Biz brings in TA late

Biz is not sure when to engage TA

Skills gap to defining strategy in biz (in some areas)

They are not aware of the business delivery model

Lack of confidence in the model

Low priority placed on planning/defining the strategy

Leaders don't know this is expected of them

Unclear accountability

Unclear expectations set from leadership

Succession planning not embedded in mindset

Each area being monitored in isolation so we don't see systemic issues

No mechanism to do this

Unclear who is responsible for connecting the dots across groups

Disruption and fast changing trends make this difficult

Unsure who is responsible for tracking trends in each area

Unsure how this affects plans

Don't know the nature of disruptions

Sourcing

Lack of foresight/planning

Hiring Mgr is not sure or not able to articulate what they want

Looking for unicorns in tight timelines

Great talent are often not the ones who are actively looking

Not sure where to look for them

Small sourcing team may not have the time to do proactive sourcing effectively

Hard to prioritize when it is not part of the plan

Unclear how TA can support 'marketing' actitivities

Lack of awareness of R&R

Lack of planning

Inconsistent approach (collaboration between leader & TA to develop strategy) and depth of information shared

R&R unclear

Leaders are unsure of what the sourcing strategy is and some are not bought in to the approach

Not aligned on what proactive sourcing is

Lack of understanding of what a funnel looks like and how it can be used

Perception of problem

Business doesn't know what TA is doing on this front

Process inefficiencies taking up recruiter time

Recruiters are not managing hiring manager expectations

Ownership gaps on things like profiles/job descriptions

Gaps in role requirements

Skills gap in leaders

Leaders may be signing off on roles without considering implications

Managers shopping for job titles

No escalation path for when things aren't working

Unclear of roles and strategy when hiring internally or when leveraging networks

Not sure about tools available

Unsure how to be proactive

Candidate Selection

Perception from leaders that the recruiters are not short listing

Lack of communication about the approach and context

Possible difficulty giving up control over the process

Lack of strong relationships between the recruiter and HM

Unsure what they wanted and are hoping to find it in the applicants #

Hiring manager not following proper protocol

Leader lack of knowledge of TELUS non-negotiables in hiring

Resistance to structure/model

They don't understand the risks or the why

Leaders not properly trained /coached

Belief that the process takes too long

Urgency

Do not understand their role in driving recruiting forward faster

Reference checking for internals - we aren't always having open honest discussions

Lack of consistency in internal vs external phone screens

Recruiters prioritize phone screens for externals due to lack of time

Leaders can lack recruiting skills

Not all taking LF course

Gaps in candidate experience #

Lack of experience

Lack of coaching

Lack of clarity around the purpose of each step (by all stakeholders) and information sharing

Assessments

Lack of understanding of what happens with a PI outside of TA

Not leveraging information from these to support leaders in effectively leading new hires

Hiring leaders don't effectively plan their time for hiring (can lead to skipping steps or adding in extra ones)

Lack of understanding of the lift/time requirements

Lack of understanding of who owns what interview tools (ex business cases, interview guides etc)

Unclear about oversight that should be provided by TA

Lack of clarity/consistency for who should attend/be engaged i n the process

Ambiguity regarding authority of decision making

Lack of clarity around accountability for hiring outcome (perceived as diffused between recruiter and hiring leader but actually lies with the recruiter)

Lack of understanding of who ultimately makes the decision to hire

Lack of agreement that this is the right model among stakeholders

Lack of required skills/knowledge

BG check, offer & hire