For many people, remote work is now a simple fact of everyday life. And that doesn’t look set to change with lockdown measures expected to continue for the foreseeable future. With this in mind, we’ve decided to take a look at the things hiring managers and recruiters need to be aware of as they adopt a remote recruitment strategy.
When it comes to the hiring process, there’s one thing we truly believe here at vsource - it’s better to be proactive than reactive. And no aspect of recruitment is quite as proactive as sourcing. This is why it’s absolutely essential that you get your sourcing process nailed down from the off. So with this in mind, we decided to take a quick look at sourcing tools and how using them to their full potential can have a hugely positive impact on your recruitment efforts.
Talent acquisition leaders often struggle to have their voices heard at board level. While the work they do is seen as an essential component of a company’s growth, their input is rarely taken into account when major decisions are made at board level.
But could CEOs be making a big mistake in not allowing their TA leaders a seat at the executive table?
We certainly think so, and here’s why.
Spend any time in a board meeting or chatting with the CEO about work-related matters and very soon one thing becomes clear — c-level executives are all about the data.
They live for facts and figures. Data is what keeps them up at night as they ponder their next major business decision. But most importantly, it’s how the successful ones help a company grow.
So it makes absolute sense that the departments and leaders whose input the CEO values most are those that can back up their proposals with solid data.
In the not so distant past, this value placed in data left the recruiter or HR professional at a disadvantage. While they had plenty of stats and figures for the hires they made, this data carried little weight at board level, particularly when it came to business strategy.
Ask any CEO or c-level executive about the planning that drives a company and you’ll hear a lot about sales planning, financial planning, and even business planning in general. What you’ll rarely hear them speak of though is people planning. Sure they may mention workforce planning, but generally speaking, it’s quite far down the list of perceived priorities.
So why is this?