How to have a TA org. structure that is more candidate-centric and on time?

     

I recently spoke with a leader of Talent Acquisition that changed the way they are servicing their divisions. Instead of being organized to service each division individually they organized their staff to support their internal needs according to the qualification of the candidates. For instance instead of having a team supporting their IT department, they have recruiters focus on IT jobs across the organization. This change created 2 consequences: first when some managers ask for a specific job, they are sometimes already searching for it for another division, hence having candidates right away, or just in time! The second is that when screening candidates they can direct them internally towards teams that fit better with their skills and cultural fit. Interesting approach, obviously mostly for large enterprises, but it is a great way to better serve your 2 constituents.

advice-advise-advisor-6385

About The Author

Yves Lermusi (aka Lermusiaux) is CEO & co-founder of Checkster. Mr. Lermusi is a well known public speaker and a Career and Talent industry commentator. He is often quoted in the leading business media worldwide, including Fortune, The Wall Street Journal, Financial Times, Business Week, and Time Magazine. His articles and commentary are published regularly in online publications and business magazines. Mr. Lermusi was named one of the “100 Most Influential People in the Recruiting Industry” and his blog has been recognized as the best third party blog.