In today’s rapidly evolving talent acquisition landscape, the absence of regular face-to-face interactions and shared office environments has undeniably contributed to a widening knowledge gap that has perplexed even the most well-known and respected talent acquisition leaders.
Below are three intentional actions which can help create a world of learning back to TA departments.
Remote Learning Platforms
Elevate your TA team’s expertise and remain current with the most recent trends by creating a virtual library. This virtual library platform should share content surrounding TA; thought leadership articles, best practices, podcasts, webinars and other learning resources, including a virtual table of contents. Make these resources easily accessible and searchable based on topic.
Assign a best practice topic to a team member each week and have them share what they’ve learned and how it can be applied in their current processes. Learning from one another in the workplace is an incredible way to not only increase knowledge but also build team camaraderie and a sense of community.
Flagship Project Teams
When faced with a TA obstacle or growth initiative, select a project team that resides across different functions and levels in TA to correct the problems and present their recommendations to leadership. We often get stuck in the day-to-day hiring grind where we only offer TA professionals an opportunity to fill jobs and manage the hiring process with few solution-orientated activities. What if a TA environment was created to solve real TA problems surrounding systems, processes, KPI’s, HM response time, employer branding/marketability, trends that can be implemented, etc?
Including team members in problem-solving and building block projects can be a confidence booster and an opportunity to learn from one another. This is a huge “feather in the cap” for TA professionals, across all levels, to contribute to organizational change and true impact. It is empowering.
Weekly Team Huddles
It’s common to have weekly TA meetings to discuss hiring progress updates but what if you changed the narrative to create more ownership, learning, and problem-solving? Before receiving standard updates during your next meeting, have team members rotate responses about their “glow” and “grow” from the last week. A “grow” is something that they want to improve; activities that didn’t go well or were neglected. “Glows” are ways to share wins from the previous week, like submitting four candidates to an open requisition in record time or handling a tough compensation negotiation with a candidate and hiring manager. Sharing in this manner is a fascinating way for TA professionals to not only take responsibility but it opens up discussion about how others can solve problems and learn.
Forging Ahead
When navigating “The Remote Revolution” within talent acquisition, it’s evident that addressing the knowledge gap requires deliberate and strategic actions in order to impact change. As the traditional landscape continues to transform, TA leaders must proactively adapt and innovate to ensure success. By implementing these 3 intentional actions, a new era of learning can be fostered within TA departments, impacting both individual growth and the overall success of the organization.