32 min
The Modern Recruiter #46: Make recruiting teams more strategic by changing the KPIs. Taylor Roa, Director of Talent @Wistia. The Modern Recruiter
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- Entrepreneurship
Subscribe here:
👉 Apple.
👉 Spotify.
👉 Deezer.
About this episode :
Why are many recruiters trapped into hiring as many people, as fast as possible, again and again? Maybe because KPIs are wrong. Everybody uses the same (us included) and I actually never really challenged this.
It makes a lot of sense though: optimizing for time-to-hire pushes to close hires as fast as possible and move on to the next one.
Also, why the urgency to hire within 30 days, while most hiring managers don’t plan more than 30 days ahead?
Shouldn't we maybe plan 3 months ahead, so that we have enough time to fill the role with quality candidates?
Now, how do we escape this rat race? Simply change the incentives. Everything will follow.
That’s why I believe everybody should listen to our latest A-Players episode with Taylor Roa, Director of Talent @Wistia.
He’s a contrarian, likes to think outside the box, and has a pretty convincing strategy to change the incentives for recruiting teams.
This discussion is NOTHING like the ones I had before, and I can assure you you’ll get a lot of great ideas listening to it (I sure did)!
In this episode, we cover:
👉 (02:35) How to make talent a strategic advantage for your business through talent density.
👉 (04:08) The importance of making quality hiring decisions.
👉 (05:02) Things to consider when building a strategic hiring function.
👉 (06:00) How to optimize for effective hiring rather than hiring as much as possible
👉 (08:07) Why “time to fill” and “respond times to applicants” are poor metrics
👉 (15:35) Factors to consider when measuring talent density.
👉 (17:43) Using performance reviews and talent x-ray to determine the accomplishments of your recruitment teams.
👉 (20:40) Be aware of market salaries and plan to hire people on the high end, to attract A-Players.
👉 (23:30) How to navigate the good and bad metrics in hiring.
👉 (27:20) You should make recruiters feel like they belong to the team they hire for.
👉 (30:09) The difference between speed to hire and time to fill.
👉 (30:38) How to manage diversity in recruiting
Find us on LinkedIn:
To follow Taylor, click here.
To follow me, click here.
To know more about HireSweet, click here.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com
Subscribe here:
👉 Apple.
👉 Spotify.
👉 Deezer.
About this episode :
Why are many recruiters trapped into hiring as many people, as fast as possible, again and again? Maybe because KPIs are wrong. Everybody uses the same (us included) and I actually never really challenged this.
It makes a lot of sense though: optimizing for time-to-hire pushes to close hires as fast as possible and move on to the next one.
Also, why the urgency to hire within 30 days, while most hiring managers don’t plan more than 30 days ahead?
Shouldn't we maybe plan 3 months ahead, so that we have enough time to fill the role with quality candidates?
Now, how do we escape this rat race? Simply change the incentives. Everything will follow.
That’s why I believe everybody should listen to our latest A-Players episode with Taylor Roa, Director of Talent @Wistia.
He’s a contrarian, likes to think outside the box, and has a pretty convincing strategy to change the incentives for recruiting teams.
This discussion is NOTHING like the ones I had before, and I can assure you you’ll get a lot of great ideas listening to it (I sure did)!
In this episode, we cover:
👉 (02:35) How to make talent a strategic advantage for your business through talent density.
👉 (04:08) The importance of making quality hiring decisions.
👉 (05:02) Things to consider when building a strategic hiring function.
👉 (06:00) How to optimize for effective hiring rather than hiring as much as possible
👉 (08:07) Why “time to fill” and “respond times to applicants” are poor metrics
👉 (15:35) Factors to consider when measuring talent density.
👉 (17:43) Using performance reviews and talent x-ray to determine the accomplishments of your recruitment teams.
👉 (20:40) Be aware of market salaries and plan to hire people on the high end, to attract A-Players.
👉 (23:30) How to navigate the good and bad metrics in hiring.
👉 (27:20) You should make recruiters feel like they belong to the team they hire for.
👉 (30:09) The difference between speed to hire and time to fill.
👉 (30:38) How to manage diversity in recruiting
Find us on LinkedIn:
To follow Taylor, click here.
To follow me, click here.
To know more about HireSweet, click here.
This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit themodernrecruiter.substack.com
32 min