For quite some time, TA/Talent have talked about how they get representation at board/CEO level - the proverbial ‘seat at the table’. Other business function such as marketing are there. How do they do it? What can we learn from them?

At our last Think Tank, many of our community were unable to answer simple questions such as:

What is the cost of hire? Which sourcing channel provides the best candidates?

What do my best candidates have in common?

We need to step back from transactional recruitment and understand how we understand the operational side of talent. To be a commercial strategic partner we have to operationalise our function, understand the data and back up our success with it. Our reporting needs to be strategic and predictive to drive better hiring decisions, give the business insight by understanding market conditions, trends, and how we measure against business growth targets with our recruitment strategy. Talent Operations is still an emerging and evolving function but it’s purpose is to give talent teams every competitive advantage by creating clear processes and programs to and give a consistently great experience for everyone involved. In this Think Tank, we will explore:

How do we move from a reactive recruiter posting on job boards to a proactive advisor providing insights, long term nurture campaigns to forecasting. To owning and creating responsive EVP

How we use our systems and data to design process improvements, streamline and scale talent strategies and optimise outcomes

How do we help ourselves become more efficient and effective

How we understand the candidate journey What tech and processes will allow your team to perform better