New recruiting roles: The talent operations manager
3 mins, 3 secs read time
Wanted: Talent acquisition and analytics experts with deep knowledge of the latest and greatest recruiting resources and strategies to guide and optimize overall hiring practices.
Key responsibilities: Managing all recruiting-related activities, equipping recruiters with the most effective tools to approach the hiring process, tracking recruiting metrics to identify the best strategies and areas of improvement, and forecasting future talent needs and ensuring recruiting teams are able to meet those goals.
Talent acquisition has evolved far beyond the process of posting jobs and voilà!—expecting the right candidates to walk through the door. Modern recruiting is much more integrated. Just consider the wide variety of tools recruiting teams have at their disposal to source great candidates, the ever-growing number of channels to reach them, and the various systems to make the best hiring decisions.
But truth be told: having more resources doesn’t always lead to better hiring results. A company may find itself with a hodgepodge of strategies, leading to an inconsistent experience for candidates, hiring managers, and recruiters alike. Not to mention, a lack of clearly defined recruiting processes can introduce compliance risks and the potential for legal action—yikes!
So how can companies rest assured that all of their talent operations are solid and streamlined, in order to enable recruiters to find, attract, and hire the best talent?
Introducing the Talent Operations Manager
To address the evolving landscape of talent acquisition and ensure a unified approach, more and more companies are appointing a Talent Operations Manager to oversee all recruiting functions and deliver a consistent strategy across the organization. In fact, we recently showcased Kwabena Asiedu of Medallia, who does just that. People in his shoes are always seeking to measure, evaluate, and improve how their company finds, engages, and recruits talent.
The Talent Operations Manager is one of several new recruiting roles that have emerged as a response to the multifaceted nature of recruiting today, alongside the Candidate Experience Manager and Employer Branding Specialist. Tasked with managing all aspects of talent operations for the company, this position plays an integral role in shaping the overall talent acquisition strategy. Most importantly, it involves analyzing multitudes of data in order to identify, evaluate, and implement the systems and tools that best meet the needs of the company’s recruiting team so that it can find, attract, and hire the best talent out there.
Additional responsibilities include:
- Researching cutting-edge technologies and evaluating the recruiting stack
- Building out reports and dashboards to measure recruiting performance
- Informing senior leadership of recruiting successes and challenges and advising them on solutions and recruiting strategy accordingly
- Reducing risk and protecting the company’s reputation and brand image by prioritizing regulatory compliance, data integrity, and audits in its recruiting practices
- Developing and managing relationships with recruiting partners and vendors
- Overall, optimizing the effectiveness of talent as an operation and driving consistency across the board
The future of talent acquisition
Talent acquisition will only become more complex in the future as new channels emerge and the influx of millennials into the job scene results in more people transitioning jobs and careers more frequently. As such, it’s important for the talent operation to be set in stone now in order to prepare for the continually changing landscape ahead. Having a dedicated Talent Operations Manager on the team will provide the oversight needed to guide company-wide recruiting strategy and ensure long-term hiring success.
Want to get an even better understanding of how the Talent Operations role can benefit your organization? Check out part one of our ebook series, How to build a talent operation, where you can learn how to create a structured recruiting model and measure the ROI of your sourcing campaigns.