Today we are joined by Craig Turner, Head of Talent at Benefex.

Takeaways

Implementing an applicant tracking system (ATS) can streamline the hiring process and provide a single source of truth.
Securing buy-in and sponsorship from key stakeholders is crucial for the success of the talent acquisition (TA) function.
Linking TA metrics to business outcomes, such as revenue generation or cost savings, can demonstrate the value of the TA function.
Designing a consistent and effective interview process, including online assessments and task-based interviews, can lead to improved interview-to-hire ratios and higher quality hires.
Prioritizing candidate experience by providing clarity, transparency, efficiency, and empathy throughout the hiring process can enhance the employer brand.
Monitoring metrics such as time to hire, Net Promoter Scores (NPS), and quality of hire can help track the effectiveness of the TA function.
Future plans may include developing a competency framework, focusing on diversity and inclusion (D&I), and enhancing employer branding through engaging content and organic promotion by teams.

Chapters
00:00
Building a TA Function from Scratch
02:46
Implementing an ATS and Creating a Single Source of Truth
04:54
Linking Talent and TA Metrics to Business Outcomes
08:55
Improving Interview to Hire Ratio and Quality of Hire
09:41
Prioritizing Candidate Experience with NPS Scores
16:41
Future Focus: Competency Frameworks, Diversity and Inclusion, and Employer Branding