The Most Influential Leaders in Talent Acquisition

TalentAcquisition IsNot JustAboutFinding TheRightPeople; It'sAboutCreating TheRight OpportunitiesFor ThemToShine.

TalentAcquisition IsNot JustAboutFinding TheRightPeople; It'sAboutCreating TheRight OpportunitiesFor ThemToShine.

Dynamism of Magnificent Attributes

ThefieldofTalentAcquisitionhasevolvedsignificantly overtheyears,andwiththatevolution,theroleofleaders hasbecomeincreasinglycriticaltoorganizationalsuccess. Influentialleadersarestrategicthinkerswhocanalign initiativeswiththeoverallbusinessstrategy.They understandthebigpictureandcanidentifywaystodrive businessoutcomes.

Effectivecommunicationisacriticalskillforleadersin talentacquisition.Theymustbeabletocommunicatewith alllevelsoftheorganization,includingseniorleaders, managers,andemployees.Themostinfluentialleadersare adaptableandcanquicklyrespondtochangesinthe businessenvironment.Theyareflexibleintheirapproach andarewillingtoadjusttheirstrategiesasneeded.Datais becomingincreasinglyimportantintalentacquisition,and leadersunderstandthevalueofdata-drivendecisionmaking.

Theyusedatatoinformtheirstrategiesandinitiativesand caneffectivelycommunicatetheinsightsderivedfromdata tostakeholders.Leadersmustbecollaborativeandableto workacrossdifferentdepartmentsandteams.Theymustbe abletobuildrelationshipsandpartnershipstodrive initiatives.Influentialleadersareinnovativeand continuouslyseekoutnewwaystoimproveprocessesand practices.Theyarenotafraidtotakerisksandexperiment withnewideas.

Themostinfluentialleadersareempatheticandcanconnect withemployeesonapersonallevel.Theyunderstandthe importanceofemployeewell-beingandarecommittedto creatingapositiveworkplaceculture.Moreover,themost influentialleaderspossessauniquecombinationofstrategic thinking,strongcommunicationskills,adaptability,datadrivendecision-making,collaboration,innovation,and empathy.Thesequalitiesenablethemtobeeffectiveintheir rolesanddrivebusinessoutcomes.

Mappingthejourneyofsuchexemplaryleadersinthetalent acquisitionnicheofthedynamicbusinessarena,Insights Successspotlights"TheMostInfluentialLeadersin TalentAcquisition."

Flip through the pages and indulge in the novelties that these adept leaders are empowering in the dynamic business arena.

Deputy

Editor-in-Chief

Senior Sales Managers

Business Development Manager

Marketing Manager

Technical Head

Business

Sales

Technical Specialist

Digital Marketing Manager

September, 2023

Abhishek Joshi

Jenny Fernandes Muskan Kapoor

FeaturedPerson

Brief CompanyName

ClearHRConsulting clearhrconsulting.com

CHGHealthcare chghealthcare.com

Cissyspecializesintranslatingindustrybestpracticesinto customizedHRsolutionssuitabletoeachclient'sunique situation.

Asaseasonedexpertwithovertwodecadesofexperience, Coreyhasbeendemonstratingunparalleledexpertiseinthe field,leadinghisteamtonewheightsofsuccess.

UnderCraig'sleadership,millikenhasbeeninnovatingwiththe purposetoexplore,discoverandcreatewaystoenhance people’slives. Milliken&Company milliken.com

DavidCrawford Founder

TheCandidateGuru thecandidateguru.com

DentsuInternaonal dentsu.com

Davidimplementshisexpertiseintalentacquisitionwithhis extensivemarketknowledgefromdecadesoffirst-hand experienceleadingtalentacquisitionatpremierinstitutions.

Withyearsofexperienceandakeeneyeforemergingtrends, Desnyisabletoidentifythebestcandidatestohelpthe companyachieveitsgoal.

CissyPau PrincipalConsultant

CoreyDaniels Sr.DirectorofTalent Acquisition

CraigHaydamack SeniorVicePresident, CHRO

DesnyStrickland TalentAcquisition Leader

CoreyDaniels

SeniorDirectorofTalentAcquisition

CHGHealthcare

Thehealthcarestaffingandtalentacquisition industryisadynamicandever-changinglandscape. Thedemandforhealthcareprofessionalsis growing,butthesupplyisnotkeepingpace.Thishas createdacompetitiveenvironmentwherehealthcare organizationsareconstantlylookingfornewwaystoattract andretaintoptalent.

Thedynamicnatureofthehealthcarestaffingandtalent acquisitionindustrymeansthathealthcareorganizations needtobeagileandadaptable.Theyneedtobeableto quicklyidentifyandrespondtochangesinthemarket.They alsoneedtobeabletoeffectivelyattractandretaintop talent.

CoreyDanielsSeniorDirectorofTalentAcquisitionisan influentialpersonalitywhoinspiresindustryprofessionals. Asaseasonedexpertwithovertwodecadesofexperience, Coreyhasdemonstratedunparalleledexpertiseinthefield, leadinghisteamtonewheightsofsuccess.

Corey'sjourneyfromahealthcarestaffingprofessionalto theSeniorDirectorofTalentAcquisitionatCHG Healthcareexemplifiesthepowerofvisionaryleadership. Hisstrategicapproachtotalentacquisition,dedicationto diversityandinclusionandcommitmenttocontinuous improvementhavedriventhecompanytounprecedented success.

Asaleader,Coreyinspiresandmotivateshisteamandhis aspirationstoexplorediverseroleswithintheorganization reflecthisthirstforgrowthandexcellence.Coreytruly embodiestheessenceofatransformativeandinfluential leaderintheworldoftalentacquisition.

Let's delve into Corey Daniels' journey, his role as the senior director of talent acquisition at CHG Healthcare and the strategies that have contributed to the company's overall recruitment strategy!

IntheDriver'sSeat

Corey,theSeniorDirectorofTalentAcquisitionatCHG Healthcare,hashadanillustriouscareerjourney.He initiallyembracedleadershiprolesduringhisfour-year salescareerinlocumtenensstaffingatWeatherby Healthcare,oneofCHG'sfamilyofbrands.Eventually,he transitionedtotalentacquisitionandhasbeenexcellingfor thepastfiveyears.Nowaseniordirector,Corey'svisionary approachandextensiveexperiencehavecontributedto CHGHealthcare'ssuccessintheindustry

Coreyplaysapivotalroleinoverseeingallhiringactivities forthecompanyanditssixsubsidiarybrands.CHGserves astheparentcompany,withadiverseportfolioin healthcarestaffing,includingtravelnursing,permanent physicianplacementsandinternationallocumsplacements. UnderCorey'sleadership,theteamensuresthatall healthcarepositionsareefficientlystaffed,rangingfrom nurses,physicians,nursepractitionersandphysician assistants,totherapists,leavingnoaspectofhealthcare untouched.

AGame-ChangingApproach

Fiveyearsago,whenCoreyjoinedtheteam,itwas relativelysmall,relyingonthird-partystaffingagenciesdue tolimitedresources.However,withavisiontorunthe talentacquisition(TA)teamlikeasalesteam,theapproach evolvedovertime.Drawingfromexperienceinstaffing physiciansandnurses,CoreyfoundsimilaritiesintheTA recruitingprocess,pavingthewayforawell-structuredand successfulteam.

Now,theTAteamhasgrownsubstantiallyto36employees, withastrategicfocusonconductingmostrecruitinginhouse,fromseniorleadershiptoexecutivepositions.While occasionallyseekingexternalhelp,theteamaimstohandle recruitmentinternallywheneverpossible.

ReelingintheBest

Thetalentacquisitionteamrecognizedtheneedforabrand marketingunittocollaboratecloselyandattracttoptalent. Toaddressthis,theyestablishedtheirownbrandmarketing team,astandardpracticeinthecorporateworld. Additionally,theteamheavilyinvestsintheirTA specialists,comprisinglevelsone,twoandseniors.

Withapproximately19recruitersoutofthe36team membersdedicatedtoattractingtalent,theteamprovides continuoustrainingandsendsthemtoconferences, includingLinkedIn'sannualevent,tolearnfromindustry experts.Regularinternaltrainingsessionsarealso conductedtosharebestpracticesandinsights.Thisholistic approachallowsthemtoattractandretaintoptalent

AWinningFormula

Unlikemanyothercompanies,CHGHealthcaredoesnot relyonexternalrecruitmentagenciesaspartofitstalent acquisitionstrategy Afewyearsago,theydecidedtotakea

We did it in what some people would have called it down market, right, just because of everything that's been going on.”

differentapproachduetothehighcostsandthefrequency ofusingsuchagencies.

Currently,theymaintaincontractswiththreeagenciesbut onlyreachouttothemfourtofivetimesayear,despite hiringaround1,000to1,200employeesannually Their preferenceliesinhandlingmostoftherecruitmentprocess internally.

FromBytetoDiversity

Overtheyears,CHGHealthcarehasmadesignificant stridesinleveragingtechnologytoimproveitsdiversity hiringstrategy.Despitebeingamid-sizedcompanywith around4,300employeesspreadacrossthecountry,they havesuccessfullyutilizeddatatoenhancetheirdiversity efforts.Bytrackingemployeedatafromadiversity standpoint,theycanfocusonspecificstatesandcities wheretheyhavelocationsandintensifytheirdiversity initiativesasneeded.

Notably,theorganizationboastsacommendablediversity ratio,withover60%ofitsemployeesbeingwomen, reflectingitscommitmenttocreatinganinclusive workplace.Thedata-drivenapproachallowsthemtosetand achievediversitygoalsonanannualbasis.

PuttingActionsBehindWords

Coreybelievesthattalentacquisitionplaysapivotalrolein achievingthecompany'sdiversitygoals.TheTAteam activelycontributestotheseobjectivesbyimplementing diversesourcingstrategies,ensuringunbiasedhiring practicesanddiversifyingtheirreferralprograms.

Theyhaveestablishedstrongpartnershipswith organizationslikeNSN(NationalSalesNetwork)and NBMBAA(NationalBlackMBAAssociation),which primarilyfocusonpeopleofcolor,includingAfrican Americans.Thesecollaborationsnotonlyenhancethe company'sbrandingbutalsoenablethemtoattracttalent fromunderrepresentedpopulations,makingitsworkforce morediverseandinclusive.

UnlockingLeadershipExcellence

Coreyemphasizedthevisionofrunningtheteamlikeatopperformingsalesteam,whichhasbeenakeyfactorintheir successfulhiringstrategy.Withover20yearsofsales

experience,including9yearsatCHGinvariouscapacities, Coreybringsadeepunderstandingoftheindustrytothe talentacquisitionrole.Byimplementingasales-driven approach,theteamfocusesonmetricsandattainablegoals onadailyandweeklybasistoachievetheirhiring objectives.

ForExample:

Ÿ Howmanycallsareyoumaking?

Ÿ Howmanyin-mailsareyousendingoutdaily?

Ÿ Howmanypre-screencallsareyouhaving?

Ÿ Howmanyfullone-hourinterviewsareyouhaving?

Ÿ Howmanypeopleperweekareyousubmittingto divisions?

CoreytracksandsetsweeklygoalsforeachTAspecialistor consultanttoachievetheirhiringtargets.Theuseofmetrics allowsthemtomonitorprogressandensuretheyreachtheir annualhiringgoals.

Notably,thecompanyemphasizescoachingandsupportfor teammemberswhomaystruggletomeettheirmetrics consistently.Leadersstepintoprovidepersonalized trainingandassistance,helpingindividualsgetbackon trackandultimatelyachievetheirobjectives.

Time'sRefiningFire

Lastyearwasthetalentacquisitionteam'sbestyearyet, achievingover1200hiresdespitechallengingmarket conditions.

Recruiting via Zoom and in person is completely different.

It's also made our hiring leaders better interviewers as well.

Theirsuccesswasattributedtotheirfocusonoperational excellence,bothforinternalandexternalpartners.

WhileCorey,theteamleader,givesthemanAgrade,he believestherearestillareasforimprovement.Nonetheless, theirperformancehasbeencommendable,ensuringgrowth andmarketshareforthecompanyinlocumstaffingand nursestaffingdivisions.

RidingtheWaveofChange

WhenCOVIDemerged,thecompanytemporarilyhalted hiringbutdidn'tlayoffanyoneinthetalentacquisition team.Instead,theywerereassignedtoworkassales consultantswithinthecompany'sdivisions.Despitethe hiccupcausedbythepauseinhiring,theteam'sadaptability andsales-orientedapproachallowedthemtoeffectively recruitdoctorsandhospitalsduringthattime.Itwasa seamlesstransitionfortheteammembers,showcasingtheir versatilityandpreventinganyjoblosseswithintheteam.

FromCrisistoAdaptation

Thepandemicbroughtaboutsignificantchangesforthe talentacquisitionteam.PriortoCOVID,everythingwasinpersonandremoteworkwasnotwidelyembraced. However,whenthepandemichit,theteamhadtoadapt quicklyandtransitiontovirtualinterviewsusingplatforms

likeZoom.Thischangenecessitatednewprocessesand technologytoensureeffectiveremoterecruitment.

Althoughsomein-personinterviewshaveresumed,Zoom interviewsremainasignificantpartoftheprocess,saving timeandenhancingefficiency Theshifttovirtualrecruiting alsoimprovedtheteam'sskills,makingthembetter recruitersandinterviewers.Overall,thepandemicforceda completerevampoftheirrecruitmentprocess,leadingto positiveimprovementsintheteam'soperationsand efficiency.

BuildingaWinningTeam

Thetalentacquisitionteamtakesprofessionaldevelopment seriously,withcontinuoustrainingandfeedbackforall employees.Thecompanyinvestsinsendingstafftovarious trainingsandencouragesknowledge-sharingwithinthe team.Theystrivetobesubjectmatterexpertsintheirfield andcontinuouslyimprovetheirskills.

Motivationwithintheteamisfosteredthroughrecognition, celebrationandcontestswithbonusestiedtooperational excellence.Theteam'sleadersplaydifferentrolesandone leader,Tina,excelsatcreatingmotivatingcontests.They havecultivatedamoney-motivatedculture,leadingto healthycompetitionandimprovedperformance.

Additionally,theteamstaysconnectedandmotivatedby understandingthepurposeoftheirwork,knowingthattheir hiringeffortscontributetothecompany'ssuccess.Regular updatesonthesuccessofhireskeeptherecruitersproudof theircontributionsandmotivatedtocontinuemakinga difference.

FiringUptheEngineofProgress

Coreyconsidersdiversity,equity,andinclusion(DEI)one ofitstopstrategicprioritiesforthepastfewyears.They maintainfrequentcommunicationwiththeirteamtoensure thattheirstrategiesandtacticsalignwiththeD&Iinitiative, aimingtodriveitforwardandachievetheirsetgoals.

Coreybenefitsfromhavingauniquepositionasthesenior directorofTAwhiletheirboss,thevicepresidentofthe company,overseesbothDEIandTA.Thisintegrationof

DEIandTAunderthesameumbrellaissignificant,forging astrongconnectionbetweentheteams.

Duringmeetings,CoreyfindstheDEIteamandtheBrand Marketingteamalwayspresent,highlightingtheclose collaborationandmutualsupportacrossdepartments.The seamlesscoordinationensuresthatallaspectsofthe company'sobjectivesareconsideredwhenmaking decisions,promotingacohesiveandinclusivework environment.Theconnectionandteamworkamongthe teamsplayavitalroleinpropellingtheDEIinitiativeand contributingtotheoverallsuccessofCHG.

ALeapintheRightDirection

Coreyiscurrentlyworkingonasignificantprojectwith executiveleadersinthecompany.AstheSeniorDirectorof TalentAcquisition(TA),Corey'srolefallswithinthePeople

It's our strategy to make sure that we're subject matter experts at what we do. And as far as me motivating the team, I have an amazing staff of leaders and we all play, I feel like, a different role.”

I think one of the things that I enjoy most about what I do is obviously the folks that we hire, but it's seeing those people two, three, four, five years down the road.”

andCulturedivisionandheisdeterminedtocontinue growingwithinthisdepartment.

HavingrecentlybeenpromotedtoSeniorDirector,Corey seespotentialforfurtherexpansionbytakingonadditional teamsunderthePeopleandCultureumbrella.Hislongtermaspirationistogainexposuretodifferentdivisions withintheorganization,strivingforapositionintheCsuite,amongtheexecutiveleadershipteam.

Throughouthiscareer,Coreyhasgainedexperiencein variousroles,startingwithsalesandlatertransitioningto TA.Hehasalsobecomeheavilyinvolvedinbrand marketingandhasplayedasignificantroleindriving diversityandinclusion(D&I)initiatives.Corey'sambition istoexpandhisexpertiseacrossalldivisionswithinthe organization,enablinghimtobecomeacomprehensive expertintheindustry.Byembracingdiverseexperiences andcontinuouslearning,Coreyiscommittedtoachieving hislong-termcareergoals.

FishingforSuccess

Tenyearsago,whenCoreystartedworkingatCHG,he neverimaginedhewouldfindhimselfthrivinginthetalent acquisitionfieldandlovingeverymomentofit.Foranyone interestedintalentacquisition,Coreybelievesit'sacareer thatcanbringlifelongfulfillment,especiallyiftheyare people-orientedandderivejoyfromhelpingothers.

OneofthemostrewardingaspectsofCorey'sworkis witnessingtheimpactCHGhasonthelivesofthe individualstheyhire.Seeingthemgrowbothprofessionally andpersonallyandknowingthattheirworkcontributesto theirfinancialwell-beingandtheirfamilies,istruly amazing.

Asatalentacquisitionprofessional,whetherarecruiterora leader,beingapartofsomeone'slife-changingjourneyis somethingtheyneverforget.Thegratitudeandappreciation fromthosetheyhiremaketheworkimmenselyspecial. Coreyfindsgreatjoyinbeingapartofsuchimpactful momentsandheencouragesanyoneconsideringacareerin talentacquisitiontotaketheleapandjoinaTAteam.It'san opportunitytomakeadifferenceandexperiencethe rewardsofchanginglives.

Pioneering RedefiningRecruitment

Thelandscapeoftalentacquisitioniscontinuallyevolving,drivenby

advancementsintechnology,shiftingworkforcedynamics,andthe ever-growingimportanceofattractingandretainingtoptalent.In thiseraofrapidchange,visionarytalentacquisitionleadersareemergingas pioneers,redefiningrecruitmentstrategiesandpracticestostayaheadofthe curve.Thisarticleexploreshowthesetrailblazingprofessionalsare reshapingtherecruitmentlandscape.

EmbracingData-DrivenDecisionMaking

Oneofthefundamentalshiftsintalentacquisitionistheadoptionofdatadrivendecision-making.Pioneeringleadersrecognizethevalueof harnessingbigdataandanalyticstooptimizetheirrecruitmentprocesses. Theyusedatatoidentifytrends,pinpointbottlenecks,andmakeinformed decisionsaboutsourcing,screening,andhiringcandidates.Byleveraging metricsandanalytics,theygaininsightsintotheeffectivenessoftheir strategiesandadjustthemaccordingly.

ImplementingAIandAutomation

Theintegrationofartificialintelligence(AI)andautomationtoolsisanother hallmarkofinnovativetalentacquisitionleaders.Thesetechnologies streamlineroutinetaskssuchasresumescreeningandinitialcandidate outreach,allowingrecruiterstofocusonhigher-valueactivitieslike relationshipbuildingandculturalfitassessment.AI-poweredchatbots,for instance,canengagewithcandidates24/7,ensuringaseamlessand responsiverecruitmentexperience.

PrioritizingCandidateExperience

Inthequestfortoptalent,pioneeringtalentacquisitionleadersunderstand theimportanceofprovidinganexceptionalcandidateexperience.They realizethateveryinteractionwithacandidateshapestheirperceptionofthe company,eveniftheydon'tultimatelyjointheorganization.Theseleaders investincreatinguser-friendlycareerwebsites,personalized communication,andtransparentprocessestomakecandidatesfeelvalued andrespected.

BuildingStrongEmployerBrands

Recruitmentisnotjustaboutfindingcandidates;it'sabout attractingtherightcandidates.Innovativeleadersrecognize theneedtobuildandpromotestrongemployerbrands. Theyunderstandthatcandidatesarenotonlylookingfora jobbutalsoforanorganizationthatalignswiththeirvalues andaspirations.Pioneeringtalentacquisitionleaderswork collaborativelywithmarketingandHRteamstocraft compellingemployerbrandnarrativesandeffectively communicatethemthroughvariouschannels.

PromotingDiversityandInclusion

Diversityandinclusion(D&I)havebecomecentralto modernrecruitmentstrategies.Forward-thinkingtalent acquisitionleadersunderstandthatadiverseworkforce fostersinnovationandbringsavarietyofperspectivesto thetable.Theyactivelyseekdiversetalentpools, implementunbiasedhiringpractices,andcreateinclusive environmentswhereallcandidatesfeelwelcomeand valued.

NurturingTalentPipelines

Ratherthanrelyingsolelyonimmediatehiringneeds, visionarytalentacquisitionleaderscultivatetalent pipelines.Theyrecognizethatbuildingrelationshipswith potentialcandidatesovertimecanyieldbetterhiresand reducetime-to-fillpositions.Byproactivelyengagingwith passivecandidatesandkeepingthemwarm,theseleaders ensureasteadyflowofqualifiedtalent.

AdaptingtoRemoteWorkRealities

TheCOVID-19pandemicacceleratedtheadoptionof remotework,promptingtalentacquisitionleaderstoadapt swiftly.Pioneeringleadershavenotonlyembracedremote hiringpracticesbuthavealsofine-tunedtheironboarding andintegrationprocessesforremoteemployees.They recognizethatflexibilityandremoteworkoptionsarenow keyconsiderationsforcandidates.

AgileRecruitmentStrategies

Traditionalrecruitmentprocessescanbeslowand cumbersome.Pioneeringleadersadoptagilemethodologies fromsoftwaredevelopmentandapplythemtorecruitment. Theycreatecross-functionalteamsthatcanquicklyadaptto changinghiringneeds,makingtherecruitmentprocess morenimbleandresponsive.

ContinuousLearningandDevelopment

Innovationintalentacquisitionisanongoingprocess. Visionaryleadersprioritizecontinuouslearningand developmentforthemselvesandtheirteams.Theystayupto-datewiththelatesttrends,attendindustryconferences, andinvestintrainingprogramstoensuretheirrecruitment strategiesremaincutting-edge.

Metrics-DrivenPerformanceEvaluation

Tomeasuretheeffectivenessoftheirrecruitmentefforts, pioneeringleadersestablishkeyperformanceindicators (KPIs)andmetricsfortheirteams.Theyregularlyevaluate thesemetricstoidentifyareasforimprovementandmake data-backeddecisionsaboutwheretoallocateresourcesand refinestrategies.

AdaptabilitytoGlobalMarkets

Asbusinessesexpandglobally,talentacquisitionleaders mustadapttodiversemarketsandculturalnuances.They arewell-versedininternationalrecruitmentpractices, compliancerequirements,andcandidateexpectations.Their abilitytonavigatethecomplexitiesofaglobaltalentpoolis adefiningcharacteristic.

EthicalandInclusiveAI

AIandautomationplayasignificantroleinrecruitment,but visionaryleadersarevigilantaboutethicsandbias.They implementAIsolutionsthataredesignedtobefairand transparent,activelymitigatingbiasandensuringthat technologyenhances,ratherthanhinders,diversityand inclusionefforts.

Inarapidlychangingworld,pioneeringtalentacquisition leadersareredefiningrecruitmentpracticesbyembracing data,technology,candidateexperience,employerbranding, diversity,talentpipelines,andremotework.Their innovativeapproachesarenotonlymeetingtheneedsof today'sworkforcebutalsopositioningtheirorganizations forlong-termsuccessinattractingandretainingtoptalent. Asrecruitmentcontinuestoevolve,theseleaderswillplaya pivotalroleinshapingthefutureoftalentacquisition.

-Jamila Harley, M.Ed., CCC-SLP, Director, ASHA Career Management Services

TheAmericanSpeech-Language-Hearing

Association(ASHA)is the national professional, scientific, and credentialing association for 228,000 members and affiliates who are audiologists; speech-language pathologists; speech, language, and hearing scientists; audiology and speech-language pathology assistants; and students. ( )https://www.asha.org Therefore,onemayfinditinterestingthatastaffperson fromASHAwasselectedbyTATechasoneofthe"Top 100MostInfluentialTalentAcquisitionThoughtLeaders" in2023.However,aswithmostsectorsofindustry, recruitingandretainingtalentintheprofessionsisagoalof theassociation.AstheDirector,ASHACareerManagement Services,myroleistogeneratenon-duesrevenuethrough recruitmentadvertising,enhancethevalueofASHAcareer relatedresources,andimprovememberengagementwith the Toachievethis,mygoalsareto ASHACareerPortal implementinnovativecontentandmarketingopportunities forrecruiters,elevatethebrandawarenessandvisibilityof theASHACareerPortal,createengagingresources,connect memberswithsubjectmatterexpertstohelpnavigatetheir careerjourney,andimprovetheuserexperiencewiththe jobboard.Asatrainedspeech-languagepathologist(SLP), Ihadasteeplearningcurve.First,Ihadtoincreasemy knowledgeoftechnologyplatformsandcustomer relationshipmanagement(CRM)softwarethatwere contributingtothesuccessofpastandcurrentmarketing andadvertisingcampaigns.WhileIhadexperienceinother areasoftheindustry,Ihadtoquicklylearnhowtonavigate thesetoolstohelpanalyzetrends,data,andsetstrategiesto meetourrevenueobjectives,marketingobjectives,andto enhanceourcontenttomeetourmembers'needs.Asan agentoftalentacquisition,itwasalsoimportantto understandhowthemarkethasshifted.Theunemployment rateisdown,jobseekersarenotsolelymotivatedbysalary, andthecultureofthecompanyisimportantwhendeciding whereanindividualdesirestowork.TheCOVIDpandemic resultedinmanyofourmembersdesiringtoworkremotely, haveabetterwork/lifebalance,andprioritizetheiroverall wellness.

Iamfortunatetobeapartofanamazingteam.Iam surroundedbyafabulousgroupofprofessionals,including myAssociateDirector,EliMcLean,whoanalyzesthe markettomakesurethatouradvertisingopportunitiesare pricedcompetitivelyandmanagestherelationshipswith ouremployersandmostofourvendorstoensurethatwe havethebesttechnologytomeetourTAgoals.Hiskeen approachtoidentifyingrecruitmentopportunitiesand commitmenttocustomerservicehascontributedtomeeting andexceedingourannualoperationalgoals.Ialsohave colleagueswhomIcollaboratewithforB2BandB2C marketing,creativeassetcreation,socialmedia engagement,andsomuchmore.Iamalsogratefultohavea supportivementorandcoachinourChiefMarketingand SalesOfficer,LeslieKatz.Shesupportsandencouragesmy innovativeideasandgivesmethelatitudetotakerisksbut providesguidanceandresourcestoincreasemychancesof success.

PriortojoiningASHA,mypredecessorsworkedtoidentify ajobboardvendorwhocouldprovideamoreagilesystem, betterreportsandanalyses,improvedCRMintegration,and anenhanceduserexperience.TheyattendedTATechaspart ofthisdiscoveryprocesswhichhelpedthemtoevaluatethe functionandutilityofvariousjobboards.Inaddition,due totheCOVIDpandemic,theteamquicklyshiftedtoa virtualmodelforourannualhiringevent.Thisswitch resultedinincreasednon-duesrevenuegenerationand decreasedexpenses,whilecreatingaccessformore membersandemployerstoattend.Tobuildonthis,one accomplishmentthatIamproudofisadding networking/memberengagementworkshopstothevirtual hiringevent,whichhelpedtoincreaseattendance,member satisfaction,andmeetrecruitmentgoalsforemployers. Theseworkshopsalsoprovidememberswithtoolsand resourcestohelpenhancetheircareerandleadershipskills andpromotetheirvalueduringthehiringprocess.Asa memberoftheassociationandtheprofessionsIunderstand theimportanceofelevatingthe"value"ofourdisciplinesto ourmembershipandtothosethatwishtohirehighlyskilled andtrainedprofessionals.

J

m i l a H a r l e y

Asanagentoftalentacquisition,itisalsoimportantformy teamtounderstandthechallengesemployers/hiring managersmayfacewiththeirrecruitmentobjectives,offer solutions,educatethemonhowourmembersconsume contentandmarketing,andhowmemberssearchforand evaluatepotentialcareeropportunities.Educatingrecruiters onstrategiesandopportunitiestogetinfrontofour membersindifferentformats(i.e.,socialmedia,workshops, contentmarketing)tosharemoreabouttheircompany culture,whichhelpstoattractandretainpotential employees,hascontributedtooursuccess.ASHA'sjob boardisanicheboard,thereforeourapproachtotalent acquisitionmustnotonlybestrategicbutpersonaland meaningfultoourmembers.Whilebeinganicheboardmay poseachallenge,Ilookatitasastrength.Giventheright tools,andastrategicplan,wearepoisedtomeettheneeds ofahighlycompetitivefield.Ourmembershipboastsa 1.2%unemploymentrate;therefore,manyarepassivejob seekers.Myroleistohelprecruitersunderstandthisand educatethemonwaystoattractourmembers.Myroleis alsotoprepareourmemberstonavigatetheircareer journeybygivingthemthetoolsandresourcestheyneedto marketthemselves,identifyfulfillingopportunities,and receivefairpay.Iwholeheartedlybelievethatenhancingthe valueofourcareerrelatedresourceswillincreasethe engagementoftoptalent,whichwillleadtomorequality applicationsforjobpostingsandsuccessfulhiring,andjob satisfaction.

Oneofmymostmemorablemomentsfromthemostrecent TATechconferencewasapresentationthatwentthrough theevolutionoftalentacquisition.Irecallasmalladplaced onabulletinboardandthenasmalladplacedina newspaper.Now,ittakesatechnologicalecosystemto attractandhireonecandidate.TheTATechconferencethis summeralsohelpedmetobegintolearntheimplications thatAImayhaveontalentacquisition.Often,candidates "talk"totechnologybeforetheyeventalktoahumanbeing. Thiscertainlyhelpsmakethehiringprocessmoreefficient, butwemustnotforgetthehumanelement.Educatingjob seekersonhowtowriteresumesandcoverlettersthatwill helpthemnavigateandstandoutinapplicanttracking systems;howtoprepareandsucceedininterviews;and howtoevaluatejobofferswillhelptoensurethattoptalent isnotoverlooked.Itisalsoimportantthatthosewhocreate thetechnologyconsultandcollaboratewithHR professionals,hiringagents,communicationsexperts,and otherindustrystakeholderstoensurethatthemachinesare accessibleandworkeffectivelytoattract,hire,andretain topanddiversetalent.TATechalsoexposedmetotheneed forincreaseddiversityinthefieldofTAtechnology

specifically.Whileattending,Iwasoneofveryfewwomen, andtheonlyAfricanAmericanwomanintheroom.This wasinterestingbecauseIamalsooneofthejustmorethan 8%oftheASHAmembershipthatidentifywithan underrepresentedracialgroup,andoneofthejustover3% thatidentifyasBlackorAfricanAmerican.Whileour professionsandmembershiphaveanopportunityto increasediversity,Iamgratefultoworkforanassociation thatiscommittedtoachievingequalityandrespectfor culturalanddemographicdifferences.Ialsoappreciatethe association'scommitmenttonon-duesrevenuegeneration, whichhelpskeepthecostofmembershipdownforour members,andtoprovidingaplatformforemployersto recruitthetoptalentintheassociationthroughourjob board.TATechimpressedmewiththeircandorontheneed torecruitandretaindiversetalentaswellintheindustryof talentacquisitiontechnology.

Mypathtothefieldoftalentacquisitionwasfueledbymy ownfirsthandexperiencesduringmycareerjourney While only1.2%ofourmembershipidentifyasunemployed,there isstilluntappedtalentintheprofessions.TAtechnologyhas asignificantroleincreatingaccesstocareeropportunities andincreasedefficiencyforhiringprofessionals. Ibelieve oneshouldbeempoweredandenthusiasticaboutthework theydo,andthatsatisfiedemployeesanddiversityof thoughtandtalentcontributetoahealthy,happy,and productiveworkenvironment.AsTAprofessionalsour rolesshouldcontributetocreatingthis"perfectmatch"by creatingandutilizingthebesttechnologyandempowering theworkforcetonavigateitsuccessfully.

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show“LiftoffwithJeannieyWalden”ortune intoherpodcast“LiftoffJourneys,”youreceive insights,adviceandinformationthatwillhelpyoufindthe perfectblendofworkandlifesuccesses.Whetheryouare lookingforsuccessfinancially,professionally,or personally,Jeanniey’sworkhighlightsthosewhohave accomplishedtheirgoalsandshareswisdomthatcanbe appliedeasily.Itseemssosimplebutalsocanseem unattainable.

Whatisitthatyoudon’tsee?Whatdoesthereallifeofa successfulpersonlooklike? Istherearoadmaptosuccess? Forthefirsttimeever,award-winningmarketingexecutive, businessleaderandTVshowpersonalityJeannieyWalden sharesher5-steproadmaptoachievingsuccess.

Step 1: Defining Success

Successcomesinmanyflavors.Forsome,itismonetary, beingabletoprovideforyourfamilyandbeyond.For some,itisemotional,beingabletofindpeaceand happinesswiththoseyoulove.Andforothers,itcouldbe somethingelseentirely.ThefirststeponJeanniey’s roadmaptosuccessisto“Definewhatsuccessmeansto you.”Writeitdown.Ifyoucandreamit,youcangetthere. Youwillfindthatyouwilldefinesuccessdifferentlyin respecttodifferentpartsofyourlife.Andyourdefinitionof successwillchangeovertime.That’sok.Startsimpleand getclearonyourpersonaldefinitionofsuccess. Herearea fewofminefrommyearlyyears.

Iwas11yearsold,inthecarwithmyparentsandheard thatifapersonstartssavingmoneywhentheyare16they couldbefinanciallyindependentbythetimetheyare30.I dreamedaboutpayingoffmyfamily'sbillsandbuying themthingstheyalwaysdreamedof.Ididn’tknowhowI wasgoingtodoit,butitbecameacriterionofhowIwould definemysuccess.

Twoyearslater,Ireadabookandwasenamoredbythe mostbeautifullovestoryever Theherofoughtcountless challengesandhorrorstobewiththewomanheloved. Theyhadthemostromanticlovestory Theyplanned adventuresandsharedalifeoftruehappiness. Theywere thebestoffriends.ThemomentIreadthis,Iknewthat findingalifepartnerthatmatchedthisundyingpassion, romance,adventure,andtrustwouldbepartofmy definitionofpersonalsuccess.

Throughoutmylife,mymothermadesureIknewanyone canhaveanythingtheywantediftheyarewillingtowork hardforit.Thekeyistoneverstoplearning. Verysimply put,Isawthisasashapingelementofmydefinitionof professionalsuccess.

Step2:InterpretingyourCriteriaforSuccess

Nowthatyouknowyourcriteriaforsuccess,interpretyour criteriatodefinewhatlevelofsuccessisgoodenoughfor you.Nothingyouchoosecanbewrong.Someofitmight evenseemcrazy

Forme,mysuccesscriteriaincluded:

Ÿ BefinanciallyindependentbythetimeIwas30

Ÿ Findthedreamlifepartnerandhaveagreatfamily

Ÿ Beasuccessfulelementaryschoolteacher

OnceIhadthesedefined,Iwasabletomoveontothenext step,Creatingaplanandtimelineforeach.

Step3:CreatingaSuccessPlanandTimeline

Thispartisusuallytheeasiest.Onceyouhaveyour definitionofsuccessclearlybuiltout,youcanputaplan together Thisisalsothepartwhere“reallife”getsinthe way

AndTHATiswherethenextstepandthemostimportant stepcomesin.

Step4: AcceptingSuccessRoadblocksandUsingthem toFuelGreaterSuccess

Whenasked,everysuccessfulpersonwillsharestoriesof defeat,obstacles,disappointmentsandchallengesalongthe way.Somestorieswillevenbesohorrifyingthatyoumight wonderhowthispersonnevergaveupontheirdreams.The secretis:expecttheunexpected.Thingswillgowrong. Giveyourselfgracewhentheydo.Seektohave contingencyplanstohelpyougetbackontrack.

Likeyou,mylifehasbeenriddledwithroadblocksand unexpectedchallenges.Lifehappenstoeveryone.How manyoftheseroadblockshaveyoualsoexperienced?

IgotaDinhighschool.(ThatwasthefirsttimeIhadto learnhowtodealwithdisappointment).Iwasfiredfroma jobIthoughtIwasamazingat(whentheyfiredme,I thoughttheywerecallingmeintopromoteme). WhenIgraduatedwithmymaster’sdegree,therewereno teachingjobsopen,andIhadtostartbuildinganewcareer fromscratch.Ihadtroublegettingpregnant.OnecompanyI workedforfailed,andwelivedwithoutapaycheckfor months.Iwaspropositionedatworkbefore#MeToo existed.My1stmarriageendedindivorce. Ilostmyfather tocancer.

Whenyoulivethroughchallengingtimes,youmayfeel likethereisnoendinsight.Witheachchallenge,youget thickerskin,youlearnempathy,andyoubuildexpanded skills.Thisenablesyoutorealizethatroadblocksmake yourpotentialforsuccessgreater. Forthatreason,every personcanmakeittothefinalstepincreatingasuccessful plan.

Step5:LearningtheTrueMeaningofSuccess

Asyoulearnhowtomanageyourviewsofsuccessbased onyourlifeandyourever-changingneeds,youwillrealize thatsuccessisn’treallyaboutthebigthings;it’sabout appreciatingthesmallthingsthathappendaily.Successis notadestinationbutajourney.

Asformyoriginaldefinitionsofsuccess,hereiswhat happened.Isavedenoughmoneytoprovidemyfamilywith alifewithoutworry Thatisasuccess.

Asforlove,Igotdivorced.Today,Iamremarried.Heis evenmoreincrediblemanthanIcouldhavedreamedof, withablendedfamilyof5childrenfilledwithlove.Thisis asuccessIamthankfulforalways.

MyteachingcareerendedthreemonthsafterIgraduated. ThatledmedownthejourneytowhereIamtoday.And witheachnewopportunityIgetprofessionally,Ilearnmore andamevenmoreexcitedaboutthefuture. Whileitdidn’tmatchmyoriginalplan,itendedupeven better! Togettothepartinlifewhereyoucantruly appreciateyoursuccess,youneedtoDefinewhatyouthink itis,Createaplantogetthere,Trustthattheworldwillput therightopportunitiesinfrontofyouattherighttimeand Embracethegoodandthebad.

Ifyoudothis,youwillclearlyseethatyouareasuccess. Whilesomedaysyoumightnotfeellikeit,lookaround; youractionsinspireothers.Everyday,withoutyoueven knowingit,youractionsmakesomeoneelsesmile,andthat inspiresthemnottogiveupontheirsuccessjourneyas well.

Decoding Leaders

Intoday'sdynamicandhighlycompetitivebusinesslandscape,the

roleofacquisitionleadershasneverbeenmorecritical.These individualsplayapivotalroleindrivinggrowth,innovation,and strategicexpansionfororganizationsofallsizesandindustries.To uncoverthesecretsbehindthesuccessofacquisitionleaders,wemust delveintotheirstrategies,skills,andmindset.Thisarticleaimsto decodethesecretsofacquisitionleaders,sheddinglightonwhatsets themapartandhowtheynavigatethecomplexworldofmergersand acquisitions.

VisionaryThinking

Oneofthekeytraitsthatsetacquisitionleadersapartistheirvisionary thinking.Theypossessauniqueabilitytoseeopportunitieswhere othersmightonlyseechallenges.Theseleadersareadeptatidentifying potentialtargetcompaniesthatalignwiththeirorganization'slong-term goalsandcancreatesynergiestodrivevalue.Visionaryacquisition leadersareforward-thinkingandstrategicintheirapproach,always keepinganeyeonthebiggerpicture.

DueDiligenceExpertise

Successfulacquisitionleadersaremastersofduediligence.They understandtheimportanceofthoroughlyresearchingandanalyzing potentialtargetstomitigaterisksandensureasmoothintegration process.Thisexpertiseinvolvesadeepunderstandingoffinancial analysis,legalconsiderations,marketdynamics,andthetarget company'sculture.Effectiveduediligenceminimizessurprisesand ensuresthattheacquisitionalignswiththeorganization'sstrategic objectives.

StrongRelationshipBuilding

Buildingandmaintainingrelationshipsisacornerstoneofsuccessful acquisitionleadership.Theseleadersexcelatfosteringconnections withkeystakeholders,bothinsideandoutsidetheirorganization.They

understandthattrustandcollaborationareessentialin negotiationsandpost-acquisitionintegration.Strong relationship-buildingskillsenableacquisitionleadersto navigatecomplexdealsandsecurethenecessaryapprovals andsupport.

AdaptabilityandResilience

Theworldofmergersandacquisitionsisfraughtwith uncertaintyandunexpectedchallenges.Acquisitionleaders mustbehighlyadaptableandresilient.Theycanpivot quicklyinresponsetochangingmarketconditions, regulatoryhurdles,orunforeseenobstacles.Resilience enablesthemtostayfocusedontheirgoalsandpersevere throughtheinevitableupsanddownsoftheacquisition process.

CulturalIntelligence

Successfullymergingtwoorganizationsoftenhingesonthe abilitytonavigateculturaldifferences.Acquisitionleaders possessculturalintelligence,allowingthemtounderstand, respect,andbridgegapsbetweentheculturesofthe acquiringandtargetcompanies.Theyrecognizethat culturalalignmentiscrucialforemployeemorale,retention, andtheoverallsuccessoftheintegrationprocess.

StrategicCommunication

Communicationisavitalskillforacquisitionleaders.They mustbeabletoconveytheirvisionandstrategyclearlyto theirteams,shareholders,andotherstakeholders.Effective communicationfosterstransparencyandalignment, ensuringthateveryoneinvolvedunderstandstheobjectives andexpectationsoftheacquisition.

Data-DrivenDecisionMaking

Acquisitionleadersrelyondataandanalyticstomake informeddecisions.Theyusedatatoassessthefinancial healthofpotentialtargets,identifygrowthopportunities, andtracktheprogressofintegrationefforts.Data-driven decisionmakingminimizestheriskofcostlymistakesand supportsevidence-basedstrategies.

ContinuousLearningandAdaptation

Thelandscapeofmergersandacquisitionsisever-evolving. Successfulacquisitionleadersunderstandtheimportanceof continuouslearningandadaptation.Theystayupdatedon industrytrends,regulatorychanges,andemerging

technologiesthatcanimpacttheirstrategies.This commitmenttolearningensurestheyremainattheforefront oftheirfield.

RiskManagementProficiency

Acquisitionleadersareskilledatassessingandmanaging risksassociatedwithmergersandacquisitions.They employriskmitigationstrategiestoprotecttheir organization'sinterestswhilestillpursuinggrowth opportunities.Theirabilitytobalanceriskandrewardis crucialinmakingsoundinvestmentdecisions.

StrategicTiming

Timingisoftencriticalintheworldofacquisitions. Successfulleadershaveakeensenseofwhentoinitiatean acquisition,takingintoconsiderationmarketconditions, economiccycles,andthecompetitivelandscape.Strategic timingcansignificantlyimpactthesuccessofan acquisition.

LegalandRegulatoryAcumen

Astrongunderstandingoflegalandregulatoryframeworks isessential.Acquisitionleadersworkcloselywithlegal expertstoensurecompliancewithallrelevantlawsand regulations.Theyarewell-versedinantitrustregulations, intellectualpropertyissues,andcontractualagreements.

IntegrationExpertise

Post-acquisitionintegrationisacomplexprocess,and acquisitionleadersexcelinthisphase.Theyhaveawellthought-outintegrationplanthataddressescultural, operational,andtechnologicalintegrationchallenges. Effectiveintegrationiscriticaltorealizingtheexpected synergiesandvaluefromtheacquisition.

Decodingthesecretsofacquisitionleadersrevealsa combinationofvisionarythinking,duediligenceexpertise, relationship-buildingskills,adaptability,cultural intelligence,strategiccommunication,data-drivendecision making,andacommitmenttocontinuouslearning.These leadersplayapivotalroleinshapingthefutureof organizationsbyidentifyingopportunitiesforgrowth, navigatingcomplexdeals,andensuringsuccessful integration.Inanincreasinglycompetitivebusiness environment,thesesecretsarethekeystotheirsuccessand theprosperityoftheirorganizations.

How to improve your Talent Acquisition Strategy?

Written by ROB BROUWER, CEO, Jobrapido

Top3TipstoImproveYourTalentAcquisitionStrategy fortheRestof2023

For2023,HRandemployersarestillstrugglingtoattract toptalent,andthetalentshortageremainsthenumberone challengerecruitersface.Robsharedwithushisviewson thetop3trendsfortherestof2023tobetteraddressthe challengesandopportunitiesoftherecruitmentindustry today.

1:PersonalizationandRelevanceastheFundamentals

Onlineshoppingisdisruptingthewaypeoplefindjobs,andits exceptional user experience and personalization drive the consumeronline.Thee-commercemodelofpersonalization–fine-tuning the retail proposition for each of their customers' preferences – is something that will have to take center stage for recruiters too. Personalization needs to be an inherent part of the talent acquisition strategy because candidates don't want to receive generic 'round-robin' pieces of communication.Theyneedtofeelthatarecruiterorpotential employer'knowsandunderstandsthem'.

2:AIandDataAretheKeys

Huge advancements in technology mean HRs can now gain many more valuable insights into job seekers. Data can tell recruiters how candidates behave online. Automation of data provides a tailored and relevant experience; rich data profiling allows recruiters to go beyond the CV and Intent Data, answering what candidates are likely to respond positively to. Data can provide far more accurate matches thaneverbeforeandhasadirectinfluenceonthequalityofthe response. With a very targeted audience, this approach deliversfastonthepromiseofqualifiedcandidates.

3: Programmatic Marketing and Integrated Recruitment CampaignsAreFacilitatingtheCareerMatch

With the old-school approach of 'Post and Pray,' there are simply no guarantees for the 'match'. There has already

been a big shift to Programmatic Recruitment, which is the automation of the use of data to provide relevance to both candidates and recruiters and which entails integrated campaigns. The campaigns deliver automated matching in real-time: instead of "Pay per clicks," it's about Pay per performance/Pay per applicant, and instead of mass marketing, the communication is personalized. This is what is driving meaningful and valuable talent acquisition campaigns.

Inconclusion,itisnowcrucialforallindustryplayersto supportandhelprecruitersovercometheirdailychallenges bymakingthemostadvancedresourcesandtechnologiesin themarketeasilyaccessibletothem.Inthisway,theycan optimizetheirtimeandbudgetresourcesandfindthe qualifiedcandidatestheyneed.

Author'sBio

RobBrouweristheCEOofJobrapidoandarenowned businessexecutivewithmorethan25yearsofexperience workinginmanagementandleadershippositionsinthe recruitmentindustry.SincejoiningJobrapidoin2014as CEO,hehasensuredthattheplatformfillsavitalgapinthe talentacquisitionindustryforbothcandidatesand recruiters.

RobBrouwer'sinnovativeapproachandstrategicvision haveplayedavitalroleinexpandingJobrapido'sglobal footprint.UnderRob'sleadership,thecompanyexperienced exponentialgrowthandemergedasoneofthemost influentialplatformsworldwide,becomingatrustedpartner forbothjobseekersandemployers.Hisdedicationto innovationandhisunderstandingoftheevolvingjob markethavesolidifiedJobrapido'spositionasaleading playerintheindustry

Theplatformconnectsmillionsofjobseekersacross58 countrieswithrelevantemploymentopportunitiesby aggregatingjoblistingsfromvarioussourcesacrossthe web.OneofthekeyaspectsthatsetsJobrapidoapartisits

advancedAItechnologyandalgorithms,whichprovideuserswithhighlytargetedand personalizedjobrecommendations.Thisintelligentmatchingsystemhelpsjobseekers discoveropportunitiesthatalignwiththeirskills,experience,andpreferences,making thejobsearchprocessmoreefficientandeffective.Italsosupportsthosewhoofferjobs infindingtherightqualifiedcandidatefortherole,facilitatingsuccessfulcareer matches.

Overall,RobBrouwer'scontributiontoJobrapidoexemplifieshisinnovativespiritand commitmenttorevolutionizingthejobsearchexperience,ultimatelyhelpingindividuals worldwidefindmeaningfulemploymentopportunities,andemployersfindthe candidatestheyneed.