Q and A Exclusive Interview with Regina Johnson, Chief Human Resources Officer at MarketCast

In today’s talent landscape, it’s not only difficult to recruit talent but also to keep them engaged while in your pipeline. According to Glassdoor, the average length of the hiring process in the US is 23.8 days — and that was in 2020. Today, TA professionals have even less time to attract, interview, and win over talent from competitors. 

In Season 2, Episode 7 of our HR at the Table webinar series, we hosted Regina Johnson, Chief Human Resources Officer at MarketCast. In our chat titled Elevating Your Talent Lifecycle, Regina answered 3 questions regarding today’s recruiting experience and how TA and HR professionals can revitalize their talent acquisition lifecycle. 

• How has the war for talent affected the recruiter experience? 
• How can recruiters use today’s market to their advantage? 
• What conversations should recruiters be versed on when recruiting and interviewing talent? 

How has the war for talent affected the recruiter experience?

The conversation around the war for talent has predominantly focused on how it’s affected the candidate’s experience, leaving little room to discuss how it’s also affected the recruiter experience. Regina mentioned that so much stress on recruiters has caused many to feel stretched thin as they fight to gain traction.

In some instances, remarked Regina, HR professionals are giving incentives to new hires who are willing to forgo giving the traditional two weeks to their previous employer and start their new position immediately. This has left many TA and HR professionals on the defensive, scrambling to keep up with the demands of a revolving door of talent. Many are increasing their hours in order to meet candidates where they’re at, and it’s leading to many professionals feeling burnt out. 

While this information is certainly grim, Regina assured our audience that revamping your talent lifecycle can take the pressure off of recruiters and create a streamlined process that’s attractive to candidates.

How can recruiters use today’s market to their advantage? 

Candidates may have the upper hand in today’s market, but they don’t hold all the cards. Many professionals are looking for opportunities outside of their direct experience or for a different type of work culture. In both instances, these types of candidates are open to new learning experiences and desire to connect with organizations on a new level. 

Regina addressed a list of ways recruiters can attract talent through reframing information about your company. She suggested:

• Defining the Culture - Condensing an organization’s culture down to a few sentences will allow both candidates and TA professionals to get a sense of if a candidate is a right fit for that company.
• Entertaining Unconventional Experiences - Invite candidates to answer questions with examples outside of their direct professional experience. Through their education, volunteer experience, or personal life, candidates may qualify for positions they haven’t previously held. 
• Re-Engaging Talent - Reach out to past employees to see if they’re interested in new opportunities. If they were successful in a previous position with your company, then you already know they’d be a good culture fit for your company. 

What topics of conversation should recruiters be versed in when recruiting and interviewing talent? 

“Candidates are savvy consumers, and that’s a good thing!” Regina said. She was referencing how candidates today are approaching TA professionals with specific questions to help them get a feel for the open positions. Regina told our audience to embrace these topics and to be prepared for them. 

A candidate coming into conversations with a desire to learn more about your company helps both you and them learn more about their fit. “You want someone who can look into organizations and relate how they can fit into the company in order for it to be a good match.”

To meet candidates where they are in their search, here’s a list of topics you should be prepared to answer in meeting with candidates.

1. Company’s Mission - Condensing who your company serves and why you do what you do into a few sentences will help candidates determine if they’ll be a good fit for your existing company culture.
2. Hybrid Work Policy - Hybrid work policies are a hot topic amongst candidates and especially important to young professionals.
3. Benefits Packages - For those candidates who are looking for specific work perks, let your candidates know your company’s benefits and non-negotiables. 

In Conclusion

For more insight from Regina Johnson, watch Elevating Your Talent Lifecycle on-demand. To join a future HR at the Table conversation, visit our HR at the Table webpage to sign up. Next month, we’re hosting Tim Toterhi, the CHRO at Science and Medicine Group and Founder of Plot Line in Removing the Glue – Getting Employees Unstuck in Their Career Development.