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Hiring for Today vs. Hiring for Tomorrow

Let’s say you’re hiring a TA Director, Manager, VP - heck, even Partner in some cases.

And let’s say that this is either:

1. Your first hire for this team


2. Your first hire for this team since the bananas year that was 2023 in technological advancement in recruiting and talent acquisition (see this post for more on why this matters:

Undoubtedly, the job you’re hiring for is going to require someone who can:

➡ Develop an overall TA strategy

➡ Build a team from scratch

➡ Design processes

➡ Develop employer branding

➡ Evaluate / implement the right technology to support TA functions

(For those hiring a new leader post 2022-2023, add “re-” to each verb!)

🛑 BUT. That’s a temporary need!!

And the skillset this person brings to the table is not always that skillset you want managing the team beyond implementation.

🤔 𝗦𝗼 - 𝘄𝗵𝘆 𝗮𝗿𝗲 𝘄𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗼𝘂𝗿 𝗳𝗼𝗿𝗲𝘃𝗲𝗿 𝗵𝗶𝗿𝗲 𝘁𝗼𝗱𝗮𝘆?

Fortunately, I’m never one to point out a problem without proposing a solution 😇

𝗧𝗵𝗶𝘀 𝗶𝘀 𝘁𝗵𝗲 𝗶𝗱𝗲𝗮𝗹 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗲𝗻𝗴𝗮𝗴𝗲 𝗮 𝗰𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝘁!!

✔ Bring in someone external and neutral.

✔ Have them evaluate what will work and what won’t (or is / isn't)

✔ Someone who brings the field expertise and knowledge, without the clouded judgment of “how we’ve always done it”, or “but I don’t want to reduce my team headcount”.

☎ Use this link to schedule time for a free consultation:

Please share / like, or even comment on what I’m missing in this post!

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