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Regional staffing is new to most of the team. How can we continue to have time to grow in the skill set necessary to be successful: Managing up, setting expectations, providing consistent supports, navigating difficult partners, and tensions that arise with VP/Partner work

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Better embedding analytics into workstream

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There are still some pain points in central/regional hiring. Lets name them.

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Alignment between regular and contingent

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Alignment between regular and contingent

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Work to create more alignment across the smaller teams; more discussion about processes that overlap and working together more.

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Create more self-service user guides/videos in more bite-sized pieces for regular and temp staff. Also, be more thoughtful about the order/sequence/timing of the training of our staff.

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Understanding how to be proactive in staffing; I know now how to do an entry but not weekly habits/reports/teams I'm supporting - I think some of this is coming (maybe?) still and formally transitioning later this month... but right now I've got a list of things I've been cc'd on that I may or may not need to follow up on within a couple weeks and trying to figure out best way to keep track, what questions I should be asking routinely, when etc.

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Clearer understanding of what everyone does, including embedding analytics better into these workstreams.

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Some standardization of what we're writing in the What you Bring section of the JDs + how that translates into Candidate profiles. If this is the case, menu of typical options to choose from that are likely aligned to role level (Manager/SM/Director etc)

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Some budget info for sourcing opportunities

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Some budget info for sourcing opportunities

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Thinking about how our policies and tools are playing out across regions and divisions. Learning from each other and surfacing places where we and/or the teams we support or work with need support or perhaps changes/new tools.

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Interview Templates - Profiles - Competencies

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Interview Templates - Profiles - Competencies

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Our selection plan methodology ties selection areas/questioning to the Candidate profile, but the (temporary) question bank is tied to TNTP competencies but they don't always link. If we agree we're making HMs more of a lead on the templates, I feel like we should translate/align somehow - another topic to norm on, not necc highest priority

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Some degree of norming on (each separate things)
- resume screening
- phone screening/cultivation
- exercises
- IVs
- Candidate communication norms
- Who does what (Assoc vs. Recruiter, etc) and how often

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Learning from Other Orgs - Especially on Headcount Management and Forecasting Hiring

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Learning from Other Orgs - Especially on Headcount Management and Forecasting Hiring

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How do other firms approach some of the challenges? What lessons would be applicable for us?

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Clarity on different items in "Menu" of hiring options

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Clarity on different items in "Menu" of hiring options

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We tested a few things across the team LY but I'm honestly not currently clear on what these are...

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Engagement with high-potential candidates for future opportunities, including everything from highly aligned/not right time to move folks we find on LinkedIn to former finalists who had no negatives... including norms around candidate experience when they're in a process with us too

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Routines around habits, reports, relationships/meeting frequency of both Talent Acq and Staffing work

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Training session for new hiring managers

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Training session for new hiring managers

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I think it would be helpful to keep building out the roles & responsibilities originally laid out in Workforce Team Structures doc and take that a step further by starting to think about how the roles and responsibilities intersect etc. I think there are opportunities for working groups and places where we need to do some deeper thinking about how we can most efficiently work together.

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Building efficiencies within the team

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Which organizations are similar (enough) to us that we can learn from?

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Which organizations are similar (enough) to us that we can learn from?

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I am still deeply concerned that we lose a lot of BIPOC candidates after the hiring exercises. I'd like an opportunity to figure out why, and how we can do better.

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Budget allocations for sourcing

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Hiring exercises

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Resume screening

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Role clarity in the hiring process

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Candidate communication norms

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Menu of hiring options

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Norming on Roles + Responsibilities

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Interview template profiles - competencies

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Job descriptions

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How to connect what we're hearing about staffing needs to where we then may need approval for hiring, and how to approach that process

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Headcount conversations and start/stopping searches based on staffing needs. 

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Headcount conversations and start/stopping searches based on staffing needs. 

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(This could be in the alignment bucket too)

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Being more proactive in staffing

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Norming on language!

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Identify points of alignment between contingent and regular staff

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Identifying where is there process overlap between regular and contingent staff. Feel free to name in the comments below!

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Which processes are centralized and which are regional?

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Communication lines between teammates and roles

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Bring case studies to review/resolve