Dan Snyder

CRO = everyone knows Conversion Rate Optimization not many know: TRO = Talent Recruitment Optimization Have you optimized your Talent recruitment yet for 2024? If you're looking to avoid seeing hundreds of unqualified candidates for an opening and only see the best candidates on the market, then book an appointment. While you're enjoying your long weekend I'll be networking your open opportunities.

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As many of you know, Prelude's shutdown by Calendly caused a lot of movement in the interview scheduling space as many TA teams look for a new solution. Many amazing Prelude customers have migrated to Guide in recent months and we’re working hard to make the transition even easier for anyone looking for a new solution. Here's a few things we're doing: 👉 1. For Prelude organizations, Guide will match or beat your current pricing terms so you don’t have to ask finance for additional budget. 👉 2. The Guide product team will migrate your Prelude data for you (interviewer pools, etc) so you can avoid any repeat work and launch quicker. 👉 3. We’ll also prioritize your launch date on Guide's implementation calendar to meet any contract/switching deadlines you might have, and help you focus on other things :) 💥 And the kicker (or teaser, really): stay tuned for an exciting announcement soon about some familiar faces joining the Guide team. If you’re using Prelude and looking for new scheduling software, DM me. I’ll personally show you around Guide and share why teams like Duolingo, MongoDB, Openly, Strava, Glossier, Inc. and many more are making the switch.

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Internal TA teams vs Agency TA teams. There is no competition. The benefits of Internal and Agency TA partnerships are rich, especially in the elder care space. Why? Agency TA teams are usually more heavily networked. Agency TA teams generally don't rely on job boards. (We don't use them!) Agency TA teams are tenacious. Agency TA teams move quickly. Very quickly. Internal teams can go to bat for candidates submitted from the Agency. Internal teams can push on their internal team for a faster interview process. Internal teams can be the voice and advocate to the hiring managers when a less-than-traditional candidate is submitted from the Agency. There is no competition or tension here. Everyone has the same goal in mind - to ensure all involved win. The client, the candidate, the agency, the community, the team, and most importantly - the residents. #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers #hiring #retention #executiverecruiting #frontlinehiring

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The best talent leaders strike a balance between being “people people” and goal-oriented systems thinkers: --> They view hiring as an engine that should be repeatable, predictable and scalable --> They care about data -> “what you can’t measure you can’t manage” --> They demand clear TA success metrics from the C-suite --> They translate their goals into clear, measurable KPIs for the TA org --> They build rapport, influence and respect w/ peer leaders of other depts --> They operate with conviction and clarity --> They do whatever it takes to close the best talent (help close, call in favors from the CEO, whatever. it. takes.) Strong TA leaders are both empaths *and* great business minds who can execute on the strategic goals of the CEO in a systematic fashion.

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😶 Tip Tuesday - When you hit a wall on your search! Fellow recruiters, TA professionals, and hiring managers, we've all been there. You feel like you have looked everywhere for a specific candidate and hit a wall. But what next? - Review the job description - are there 'must haves' that could be 'nice to haves'? Flexibility can open up the candidate pool. - Check if the salary offered is competitive. Think of creative ways to attract candidates beyond salary like vacation, sign-on bonus, benefits, and perks. - Ask for referrals both inside and outside your organization. - Proactively recruit to build a pipeline of qualified candidates. - Consider where you are looking for candidates. Avoid just 'posting' and 'praying.' If you're stuck and need help, don't hesitate to reach out! I'm providing a complimentary one-hour consultation to discuss your hiring challenges. #thinkoutsidethejobdescription #callme

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I've been on the market for a new TA role for 2 full weeks now and one thing I can say for sure is that...… The Talent Acquisition job market is COMPLETELY BROKEN. We have a situation where on one hand there are tons of really good Talent acquisition professionals out of work (myself included), and immediately available, and then on the other hand you have a lot of companies at the moment who are advertising for Talent Acquisition jobs at different levels of seniority. The problem with that, is that each job is getting between 400 - 1000 applications, and the internal talent team absolutely cannot review that many CV's, and therefore 95% of applicants get rejected without their profile/CV even being reviewed. This seems like a massive waste of time & energy to me personally, and something that could be easily fixed with really strong proactive headhunting from an internal TA team to identify 4/5 good relevant TA professionals out of work, and create a strong shortlist from there. I genuinely think if a company asked me to find them a new member for their talent team I could give them a shortlist in a few hours! I totally understand WHY business's advertise roles, but at the same time I do think the talent industry as a whole could help each other here. Most of the people out of work, are due to circumstances completely out of their control, it doesn't mean they are no longer valuable to a business. I've personally removed the green banner from my LinkedIn profile, because I don't like how people treat you with it vs without. If anyone reads this who is hiring for a senior TA professional or knows of someone who is, then please have a look at my profile & read my recommendations and the comments on my redundancy post 2 weeks ago. You'll be getting someone who can add a lot of value to your business, I promise :). #Talentacquisition #TAJobmarket #Broken #isitjustme

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