10 Questions With A Talent Acquisition Manager
Published: 27 Sep 2017
Are you a recruiter who is wondering what your industry peers are currently thinking? Perhaps you're a jobseeker and you're interested in finding out what recruitment professionals are looking for in a candidate. Arisara Quinn, Talent Acquisition Manager at Search Laboratory chats recruitment industry news, finding the right candidate and more! Check it out:
1. You’re currently Talent Acquisition Manager at Search Laboratory. How did you get in to your current role?
Before joining Search Laboratory, I had worked for a sales company as a Recruitment Officer, and really enjoyed interacting and engaging with candidates so I knew I wanted to continue my career in a people-focused role. My experience working in sales and hospitality equipped me with the skills needed to succeed within a role like this – I had developed strong communication skills, had learnt to listen and build rapport with people, took a proactive and resilient approach and was efficient. My organisation and time management skills also really helped when managing multiple roles and tasks.
2. What’s the biggest challenge you face in recruitment today?
For the industry I recruit for, I would say the biggest challenge is a shortage of skills. There are a lot of digital companies recruiting for the same role, and not a lot of people with the right level of experience and skill set, therefore working in this industry means it’s extremely competitive. The people we want to hire might not necessarily be actively looking so it’s about finding those passive candidates and putting our company name at the forefront of their minds for when they are ready to move.
3. How is recruitment different to how it was 10 years ago?
Whilst job boards are still used and can be an effective recruitment strategy, recruitment these days needs to be smarter. LinkedIn is a huge tool for recruiters – not only is it an expansive candidate pool, it’s also a platform to really build your brand. At Search Laboratory, we work closely with the Social and Marketing team to ensure our content is being shared and gets in front of as many people as possible which helps us get in front of passive candidates. We also have access to digital tools and software that helps us make smarter recruitment decisions. Analysing the candidate journey and understanding where candidates are coming from is crucial.
4. What’s the most common mistake recruiters make when pairing candidates and businesses?
Probably not understanding the business enough or recruiting in their own image.
5. What do you see changing about the way you recruit over the next few years?
It’s already a candidate driven market, so it will be about looking for new and even more innovative ways to find and attract candidates.
6. How do you ensure your recruitment process is as efficient as possible? Do you use any tools or services to help?
We take a very data-driven approach, using digital analytics to understand the candidate journey. Use relevant keywords with high search volumes in our job adverts and check to see where visitors are dropping out of the application process. We try new methods, visual job ads and test and drop methods that aren’t working for us.
7. How important is recruitment to the bottom line of a business?
Extremely important. Making the wrong hire can be an expensive cost. Finding the right talent for your business can contribute significantly to a company’s growth.
8. Many businesses have to deal with high staff turnover, how can they help to ensure morale doesn’t suffer, as a result?
Keep your employees engaged. Update them on company goals, organise team socials and company parties, ensure you are always getting feedback from the team. Managers should have regular catch-ups and one-to-ones with their team members, and investigate why staff are leaving and why there’s such a high turnover. Conduct exit interviews with leavers and ensure you take on their feedback and take steps to make changes and improvements.
9. You do all of your recruitment in house, what are the benefits compared to using recruitment agencies?
The benefit of recruiting in-house is that I can be sure to make the best first impression. I understand the business, the culture and values and work on a daily basis with the team here at Search Laboratory so know exactly what makes this company great. The risk in bringing in an agency means taking away that initial first impression you get to have with a candidate, and working with an agency who is essentially acting as ambassador for the company means putting your trust in that agency to sell the role and company well. How we overcome that is by inviting the agencies we do work with to our office, giving them an insight in to the business and ensuring they understand our values, our culture and making sure they have all the information they need to really represent our company to potential candidates.
10. What are some of the most desired traits you look for when trying to find the right candidate?
Company culture is very important at Search Laboratory, so we always hire on attitude as skills can be taught. Due to the nature of our business, certain roles will require specific experience and skills, however we never overlook passion or enthusiasm.
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