Sally has performed Business Transformation, Program Director & Interim Executive roles across many industries with a focus on organisational change. With strong leadership and people management skills she achieved 100% in staff satisfaction survey in a challenging environment after a department merger and won many leadership awards.
1. In your opinion, how has the Recruitment Process landscape evolved over the years?
What are some of the advantages of the current technological evolution? We are no longer recruiters; we are expert ‘sourcers’ and partners to the business. We get excited about finding someone out there that fits the brief and will not stop until we’ve exhausted all the options available to us. There are significant changes and opportunities that have come from our ability to translate the business strategy and objectives into tangible results when we’re sourcing talent, so we need to be commercial, client-centric, and very resilient. Talent is king, and the experience that we create onboarding talent says as much about our company’s culture as the reality of when people start their roles.
2. What, according to you, are some of the challenges plaguing the Recruitment Process landscape, and how can they be effectively mitigated?
Regulatory and data security are critical in demonstrating that we are a trusted organization. This continues to stretch organizations in how we manage resumes and what data we hold. How we treat candidate data is critical to building trust. We’ve moved on so much from the huge roller index library of old candidate data that’s 20 years old; it’s about what’s relevant to business now.
Hiring manager capability is still varied when it comes to hiring the best person for the job. One of the challenges is to be there at that moment when you can ask the right questions of the hiring manager, get them to deeply consider what we really mean by Diversity and Inclusion, and to take the candidate onboarding seriously. Having a hiring opportunity is so precious we want to make the most of every assignment that comes our way.
3. Which are a few technological trends influencing the Recruitment Process today? What are some of the best practices businesses should adopt today to steer ahead of competitors?
AI and Candidate relationship management technology that can throw the Talent net beyond the boundaries of traditional databases are such an exciting area of development. We are trying to manage old ways of working with new ways of working, and a year like 2020 has catapulted us into ways of working that we had previously been crawling toward. Virtual interviewing is the norm, Microsoft Teams has been immense, and yet, at the end of the day, the human touch is what gets a good hire over the line. Candidates are grappling with so many differing priorities our Brand and NPS score needs to come across at every stage of the process, or we are not being authentic.
4. Do you have any advice for industry veterans or budding entrepreneurs from the Recruitment Process space?
Never stop learning, understand the impact your role has in achieving business and client success, and don’t wait for Talent to come to you. Go find it.
You’re never too old or young to try a different approach, don’t get stuck in stagnant ways of working—listen to what is going on around you. Talent is everything to an organization, recognize the part you play in building new areas of capability and Thought Leadership through the Talent you have helped to hire.