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