Talent Makers

Chapter 10: Takeaways

The Talent Maker is a catalyst for transforming an organization into a place where hiring excellence is a top priority. That involves a continuous focus on leading and supporting people along that journey.

A major force for supporting that change is Recruiting Operations. You need a department, or person, or part of a person (depending on your size) who controls all the systems, data, processes, and training.

Identify an ally. Don't try to change an organization all at once. Instead, find a friendly hiring manager or other well-respected, influential ally, and start the transformation there.

Identify an entry point. When looking for what aspect of structured hiring to start with, consider creating a better interview kit, which can pay dividends the first time it's used. Also think about focusing on approvals as a leverage point to influence change.

Good data takes time. You need to run a structured-hiring process for a cycle or two in order to begin to see useful data, so patience is required.

Great hiring is hard, but it's absolutely worth it. When you invest the time and energy into being able to hire great talent at will, you'll have harnessed the most powerful of all sustainable competitive advantages.