Most recruiting teams struggle with being seen as Strategic Talent Partners.
When I talk to business leaders, I hear a lot of reasons why they don’t see their Talent Acquisition teams as strategic partners. They see this team as:
Unfortunately, Talent Acquisition Leaders are to blame for this. They’re either not sharing data or sharing the wrong data.
But it doesn’t have to be this way. Most, if not all, the data needed to establish a Talent Acquisition Team as a strategic partner to the business is usually already available to leaders.
So today, I’m showing you how to collect, analyze, and present data in a way that sets your team up for success.
Let’s say you want to establish a link between a newly formed sales team and an increase in revenue.
Here’s how to do it, step by step:
Gather revenue data for the period before the new sales team was formed. This will serve as the baseline to measure the impact of the new team.
Here are a few places where you can find accurate figures:
You might need to partner with Finance or Sales to get this data. Many companies are very transparent about this information.
Choose specific metrics to assess the sales team’s performance. Common metrics include:
If your sales team members focus on specific areas like product lines, geographical areas, or customer segments, consider segmenting the data to reflect this.
Collect the same data set as in step 1, but for the period after the sales team has been operational.
Make sure you have a comparable time frame (e.g., if the pre-data is for 6 months, then post-data should also be 6 months).
Consider any external factors that could have impacted sales, such as market changes, economic conditions, or competitive actions. This helps you confidently attribute the revenue increase to the sales team’s efforts.
Analyze the differences in revenue between the two periods. Compare the sales team’s performance metrics (number of deals closed, new accounts opened, etc.) against the baseline period.
Establish a clear link between the quality and effectiveness of the hiring process and the subsequent performance of the sales team.
These are some of the Talent Acquisition metrics that can be used to draw this correlation:
Other metrics like cost-per-hire, applicant quality, hiring manager satisfaction, and quality of hire can also aid in telling the story of how revenue success ties back to recruiting strategy.
Compile your findings into a comprehensive report. Highlight the key achievements of the sales team, their direct correlation with the increase in revenue, and tie it all back to your Talent Acquisition Metrics.
Use visualization tools to present this data in an easily digestible format, highlighting the direct impact of your talent acquisition strategy on sales performance.
Present your findings to the company’s leadership and to hiring managers. Illustrate how the strategic decisions made by the TA team and the subsequent performance of the Sales team positively impacted the company’s bottom line.
It’s important to remember that correlation doesn’t always imply causation. But this doesn’t negate the impact of the Talent Acquisition team’s efforts. It actually emphasizes the complexity and multifaceted nature of business outcomes like revenue growth.
I mention this because it’s one of the common things I hear when presenting my findings to leadership. Acknowledging this up front will lend credibility to your analysis. Here are some talking points to share with any leaders who are skeptical of the correlation:
Acknowledging the various factors influencing business outcomes doesn’t negate the Talent Acquisition team’s efforts. Instead, it calls for a more nuanced understanding of how these efforts fit into the larger picture of the company’s success. It emphasizes the need for Talent Acquisition to be strategic, data-informed, and aligned with overall business objectives.
Talent Acquisition teams play a crucial role in aligning hiring practices with broader business objectives, but we’re often seen as merely administrative. In order to demonstrate the strategic value of the Talent Acquisition team, it’s important to manage perceptions within the organization. You can do this by utilizing data-driven insights and engaging effectively with stakeholders.
Recognizing the multifaceted nature of business outcomes, such as revenue growth, and understanding that these are influenced by various factors, including the performance of newly hired teams, is crucial. This approach emphasizes the importance of quality hiring and the strategic placement of talent acquisition within the broader business context.
To effectively position talent acquisition as a strategic partner, adopting a holistic approach that combines business acumen with an in-depth understanding of market dynamics and talent management is essential. Talent acquisition teams should not only focus on filling positions but also on how these roles contribute to the company’s long-term objectives. This involves continuously evolving recruitment strategies, embracing data analytics for informed decision-making, and maintaining open and collaborative communication with other departments.
No one has the power to set the business up for success more than a strong, strategically positioned Talent Acquisition team.
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Honest insights and actionable advice for leaders looking to hire qualified talent.