Graham Thornton

There's no shortage of free resources to help support continual learning for global TA teams. Follow your favorite podcast authors, subscribe to newsletters or join a virtual (or in person event. I'd also encourage folks to look outside of traditional recruiting or TA resources.. what can you learn outside of your core TA news sources that can apply to talent acquisition?

An EVP, or employee value proposition, is a concise answer to the question of why: Why should talent work for Snooze? What is uniquely compelling about our employment offering? Strong EVP’s are rooted in data and research. Many organizations have a guess at what their EVP should be… but without research, it’s merely a guess. These ”guesses” or hypotheses need to validated by collecting feedback from three key stakeholder groups: your leadership team, your current employees, and candidates (the people who have recently applied to your job). Many companies / agencies jump to the flashy creative - which is arguably the easiest part of any employer brand or talent insights work.

Companies are all at different stages of their DEIB journey. Candidates are looking for companies who are transparent about where they are at and public about their growth goals specific to recruiting diverse talent.

Your recruitment marketing agency should be able to help you in all areas of the talent acquisition process, not just spending recruitment ad budgets. Traditional recruitment marketing agencies are often seen as a 'necessary evil' rather than a true partner to recruiting teams. Businesses that are series about taking the next step in their HR digital transformation should look for an agency that will push them to try new things and get out of their comfort zone.

Lots of agencies have been active for decades, even hundreds of years.. But that shouldn't be the only measure of success. That may look good on a response to an RFP, but it shows little about how an agency thinks or approaches business. Ask agencies you're vetting how they learn, how they keep up to date on new tools, technologies or trends in the recruitment space. The world of talent acquisition is always evolving, and many agencies are struggling to keep up.

One of the first steps we take when onboard a new client is the creation of what we call our Shared Agreement, which outlines key pieces to set our relationship off on the right path. This is a living, document that we agree on together that helps us ensure effective communication, agree on standards for cooperation, guidelines for activity ownership.. but we also agree on how we'll resolve any miscommunications or breakdowns. We think of is of our shared agreement to best position all of us for success.