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Coaching = Caring: A CHROs best Recruiter Retention Technique (5 of 5)

talent acquisition Jun 17, 2022
 

We all know how hard it is to find great recruiters these day.  One key to retaining great recruiters is providing targeted coaching to help them be successful.  To provide targeted coaching, you need to have KPIs to coach objectively and know where they need help.

In this short vlog we talk about recruiting key performance indicators to help with coaching for results. 

Hint:  It is much like being a VP of sales and coaching for revenue.

 

Enjoy, Cindy Lu

Founder of CHRO Partners

 

ps. Prefer to read this? See Machine Generated Transcript below

 

(00:00):

Okay. So we all know how hard it is to find people these days and providing your talent acquisition team, the kind of support and coaching they need is what you're going to do to keep them. So when they fall off, then you're in trouble. And I think there are quite a few talent acquisition professionals who are pretty burned out these days. So how do you provide the right kind of coaching and...

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7 Strategies for CHROs to Help their Talent Acquisition Teams Succeed and Avoid Burnout

 

Links referenced in vlog:

We are now accepting HR Mastermind applications for CHROs and Direct reports of companies with over 500 employees. Learn more here and book at one time FREE call with Cindy Lu HERE:

https://www.chropartners.com/home2020

HR leaders at the manager level and above at any size company  can join HR Inner Circle can companies can join without an interview HERE: https://www.chropartners.com/

About the VLOG:

I have been hearing so much about how Talent Acquisition is a huge challenge today for HR leaders and how TA teams are burning out and can't keep up.

So, I recorded a quick 16 minute vlog about the high-level strategies that helped me when we were loosing revenue because we didn't have the talent and the techniques we used to turn things around and even have an amazing pipeline of talent to choose from over time.

  • We decreased time to hire from 3 months to 2 weeks and
  • Turnover numbers plummeted from 50% to 9% because we had actual slates to pick from (and...
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