Several years ago, I was approached for a EMEA Recruitment Leadership role for a global data analytics software company.

As a part of the interview process, I was asked to present a 30-60-90 plan for TA.

The plan was to take into consideration the peculiarity of the TA function.

Some of the challenges with the existing TA team where:

Limited collaboration between TA and stakeholders, poor accountability

Inconsistent TA operations; Each Recruiter doing their own thing

Different operating mechanisms for the respective GTM and Tech TA Managers

I identified 3 top priorities and areas of focus following the interviews.

They were Stakeholder Engagement, Operational Rigor/Delivery and Accountability & Culture.

Here is what I presented to the VP, Talent Acquisition and Leadership team:

30-60-90 Plan for TA Director Position

Month 1: Start with the why – articulate the need for change, collaboration and align on a shared vision

Establish a bi-weekly cadence with the MD EMEA and other stakeholders to discuss expectations, actions taken, progress made, risks and path to success

Attend their leadership business review to learn about product and GTM strategy. Plan to attend upcoming business/customer events

Bring the 2 different teams together into 1 joint weekly hiring meeting. Meeting will be focused on hiring priorities, aligned on shared values and principles

Month 2: Launch an operational reporting mechanism to inspect, measure and track activity

Dive deep into historical hiring metrics, productivity and conversion ratios for critical roles that the team are hiring for.

Present an analysis of the average value of recruiter input vs output

Introduce the “Working Backwards” concept. Start working with the teams to determine specific activities expected to deliver a successful outcome

Provide coaching to team members. Create a Learning-Friendly Environment

Empower team to reserve 1 hour every Friday afternoon for their own L&D focused on personal development and behaviours

Month 3: Deliver first TA Monthly Business Review (MBR) to the stakeholders with hiring data, forecast and impact to business.

Earn trust by delivering the MBR (or MDR) which will detail performance for the past month, showing activity, delivery, hits, misses and path to success

Help create the company Hiring Manager Interview Document and train leaders on competency interviewing

Plan a a face to face team offsite for the combined team to enable collaboration.

Coach the TA team on the accountability ladder and value of taking ownership.