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TALENT

SEEKER

COACHING

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Talent Seeker Coaching...

Recruiting is one of the oldest professions in the world!

The history of employers using talent seekers date back over two-thousand years. Julius Caesar had an employee referral program in 55 B.C., offering soldiers a third of their annual pay for bringing anyone to join the Roman army. Other practices associated with talent search date back even further. The Chinese used assessments to select civil service employees as far back as 1131 B.C. Talent Seekers today are performing the same tasks they have always performed– analyzing job requirements, attracting employees to that job, screening and selecting applicants– only with different tools. 

 

We are at a pivotal point in the talent search industry, where technology can do or will soon do every single task in a talent seeker’s job description. Software applications developed with Artificial Intelligence, or more precisely machine learning, can parse a job description into key requirements, identify prospects, use assessment data to evaluate applicants, and make a recommendation on who to hire. Many large companies almost completely recruit candidates based on algorithms doing the work previously done by talent seekers. It is difficult to make predictions of the direction of the talent search industry however, in this case, the future appears clear: The role of a talent seeker, as it exists today, is going to go the way of Netscape and America Online (AOL). The 21st century talent seeker needs to rise to the challenge of reimagining their profession utilizing the tools of today to secure talent necessary for tomorrow.

Talent Seeker Coaching

What is the future for talent search and talent seekers? While the talent search tasks may have remained the same for through the centuries, the results delivered could certainly be better. Depending on who you ask, the estimates for how many new hires fail range from 20% – 60%. While impossible to pin down an exact number we know that significant numbers of new hires leave or are fired within 6 months. Research by SHRM shows that half of all hourly workers leave new jobs in the first four months, and half of senior outside hires fail within 18 months. SHRM suggests that a major cause of failure and turnover is an inability of employers to effectively integrate new hires. Firestarter's Recruiting Coaches will help you and your team to succeed at addressing the following: ​

 

  • Role and Job Tasks Confirmation and Clarification

  • Company Mission, Values and Culture

  • Employee Career Transitioning, Onboarding and Peer Connections

Ensuring that all the above are performed correctly is a role that should be taken on and measured by talent seekers. Historically, there has not been much time available to talent seekers to do so, but with technology taking over more tasks, the time will certainly be there. Whether you are an independent, in-house or on a talent acquisition team, our Talent Seeker Coaches will assist you in navigating the best business practices with the goal of quality hires.

AREAS OF FOCUS.

Role and Job Tasks Confirmation and Clarification:

Ensuring that new hires understand their new role and all related expectations. The need for this may seem obvious, but goals and expectations need to be explicit and often are left unstated. A talent seeker has a relationship with a hiring manager and is usually the one person inside an organization that knows the new hire best. The talent seeker then is ideally placed to ensure that goals and expectations are spelled out and explained to the new hire.

Company Mission, Values and Culture:

This is a broad category that includes providing employees with a sense of organizational norms — both formal and informal. This is perhaps the most neglected aspect of talent seeker coaching – ensuring a good fit, and one that cannot be easily automated via modern technology talent search methods. A talent seeker knows, or should know, what an organization’s culture is – mission, values, social aspects, and the reasons people succeed. Most employers like to pretend that any qualified candidate can work and succeed in their culture but this thinking is in error. If new hires don’t share values and fit into the mission and culture of the company, then it requires a great deal of effort to ensure they form a cohesive team. Hiring people that are a square peg in a round hole in relation to the company mission, values and culture is usually setting up the employee for failure. Our Talent Seeker Coaches train in the process of evaluating how well a candidate fits with the organization’s culture and educate them if there is not a fit and what to expect if they do get hired.  

Transitioning, Onboarding and Connecting: 

This process refers to the vital interpersonal relationships and information networks that new employees must establish. Joining the right peer networks is crucial to succeeding in a new job, but few organizations make the effort to ensure that new hires get to do so. Our Team trains talent seekers in helping new hires get introduced to the right people, finding a mentor, and knowing who to reach out to for help. There is no product that can automate this.

WHAT'S NEXT?

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