4 Ways for TA Leaders to Help Their Recruiting Teams Accelerate Their Wins

When employee turnover rates hit record high levels at the height of the pandemic, recruiting teams were not immune to the churn. Dissatisfied recruiters in every field quit, and talent acquisition teams were faced with the tough challenge of tackling organizational hiring goals with smaller teams. The resulting scenario sounds all too familiar: those who stayed often took on more responsibilities and worked more hours, which put them at risk for burnout.

Regardless of voluntary quit rates, TA leaders have to continuously evaluate their approach to team management, just like any other business leader, in order to keep their people happy and productive. Making sure your team has the tools and resources they need to perform their jobs effectively is a crucial aspect of successful recruiting team leadership—and taking care of people on a human level is just as important.

The most effective talent acquisition leaders help their recruiting teams by:

• Reducing time spent on repetitive tasks
• Accelerating the hiring process
• Improving the ROI of their tech stack and
• Collecting regular employee feedback to inform decision-making

Let's take a look at how every TA director can help their teams accelerate their wins!

Help Them Save Time by Equipping them with Automation

Recruiting involves a lot of repetitive tasks and administrative work. But you don’t want your team feeling weighed down by the minutiae. Fortunately, today’s best practices and technology solutions offer many ways to help your team save time.

First, review the hiring process from beginning to end and look for opportunities to batch tasks, streamline steps, or reduce friction. Evaluate how much time your team is spending on repetitive tasks that could be automated. Virtual recruiting events can help recruiters save loads of time with event templates for easy setup, the ability to screen more candidates in less time, and cutting out the need for travel. Automated features to collect candidate feedback and conduct follow-up communication save even more time, freeing recruiters to focus on building relationships with quality candidates.

Enable them to Speed Up the Hiring Process

Accelerating the hiring process comes with a variety of benefits. Because of today’s tight talent market, speed helps employers compete for top talent, which means your recruiting team can land more wins. An accelerated hiring process also reduces candidate ghosting, which also reduces frustration for your recruiters.

To effectively accelerate your hiring process, evaluate and benchmark key metrics like time to fill and time to hire. Adopt practices that help move candidates more quickly through the funnel, such as using virtual events as CTAs in job ads and hosting one-and-done hiring events that result in same or next-day conditional offers.

Evaluate the ROI of Your Current Tech Stack

When was the last time you updated your tech stack? Three years, five, more? Chances are, it’s time.

Assess how your current tech is helping your team—and where some aspects may be getting in the way of success. Compare your current solutions with hiring platforms that are designed to save time, get a better ROI, improve efficiency, and ultimately just do more. 

In this fast-changing talent market, employers need tech that grows with their needs. (Brazen, for instance, is constantly evolving to offer new features and products that help employers attract and engage with top candidates. We’re best known for our virtual hiring event solution, and we’ve also added to our recruiting suite by offering enhanced candidate communication capabilities, targeted microsites, and soon, additional features to enhance in-person recruiting events, all with TA teams - and their ability to hire more people, faster, for less - at the heart of these tech advancements.)

So, take a look at every aspect of your TA tech stack, and ask your team what's working for them, what's not, and what else your team should be considering.

Conduct Regular Employee Sentiment Surveys

Ideally, you’re already conducting weekly check-ins with your team members about their priorities and challenges, so you can support them on the spot. In addition to these touchpoints, it’s vital to conduct more formal employee sentiment surveys that reveal their attitudes and emotions about work on a broader scale.

Ask about everything from team dynamics, workload, and schedules to wellness, benefits, access to tools and technology, and career aspirations. Most importantly, act on the insights you gather from these surveys. If your team has major complaints, work (visibly) to address them—or at least acknowledge the issues if you don’t have the authority to resolve them yourself and be transparent with your team about what you’re doing to influence change. Feeling seen and heard goes a long way toward helping employees feel engaged and present at work, which allows them to do their best work.

Recruiting Team Performance Drives Organizational Health

Helping your team feel seen and supported—as humans, as individuals, and as professionals—is not just about having a happy crew. It’s also about getting the job done as efficiently and effectively as possible, so your entire organization can perform better and achieve great things. But it all starts with the recruiting team. Prioritize their experience (and their results) with the right processes, practices, and technology solutions so they can crush the organization’s hiring goals and leave work feeling satisfied and fulfilled.

Want to learn how Brazen is helping TA directors speed up the hiring process and equip their teams to hit their recruiting goals?
Let's talk. 

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