Collaborative Approach to Talent Acquisition

One of the biggest missed opportunities I see in organizations: Talent Acquisition is expected to deliver results… without being brought into the conversations that actually drive those results. Hiring plans are built. Budgets are set. Growth targets are defined. And then TA is asked to “go fill the roles.” The reality is — by that point, most of the important decisions have already been made. When TA is brought in early, the conversation shifts: • What talent is actually available in the market? • What will it cost to hire and retain it? • Where are the real risks in scaling this plan? • What roles are truly critical vs. nice-to-have? That’s where Talent Acquisition becomes more than a delivery function — it becomes a strategic partner. The difference isn’t effort. It’s timing and positioning. And in today’s market, that difference shows up quickly in speed, cost, and quality of hire.

I’ve noticed a common phrase in recruitment conversations: “This is my candidate.” While I understand the intent behind it—showing pride in finding and presenting a great match—it’s time we rethink this language and the mindset it represents. Here’s the truth: as recruiters, we don’t own candidates. They’re individuals with their own aspirations, skills, and dreams. Our role is to be their advocate, guide, and bridge to opportunities—not their gatekeeper. When we approach recruitment with a sense of "ownership," we risk: 🚫 Forgetting that the candidate’s goals come first. 🚫 Overlooking collaboration with colleagues and teams for the best match. 🚫 Creating a transactional relationship instead of a trusted partnership. Instead, let’s focus on partnership, empathy, and collaboration: ✅ “I’m working with this candidate to find their next great opportunity.” ✅ “This candidate could be a great fit—let’s work together to support them.” ✅ “How can we align this candidate’s goals with the company’s needs?” Remember, our ultimate success lies in building trust—not just with candidates, but also with hiring managers, teams, and peers. Let’s celebrate the people we help, not the idea of “ownership.” What are your thoughts on shifting this mindset? I’d love to hear your perspective. Let’s grow together. 💬 #Recruitment #TalentAcquisition #EmpathyInRecruitment #Collaboration

Recently, a newly promoted TA Lead asked me about the key differences between leading an external recruitment agency team and an in-house talent acquisition team. Having managed both, I've pinpointed a fundamental distinction that stands out: the approach to teamwork. In external recruitment, success often rewards individualistic behaviours. The environment is competitive, with individual performance metrics—like the number of placements—driving much of the motivation. While this can work well in agency settings where quick wins are celebrated, it highlights a crucial consideration for in-house TA leaders. The shift towards collaboration is essential when leading an in-house talent acquisition team. Sustainability and long-term success depend not just on filling positions but on understanding the deeper needs of the organization, aligning with its strategic goals, and fostering a team-oriented culture. This means it’s crucial to look for traits that align with these values when in-house TA leaders are looking to hire external recruiters. Recruiters who can demonstrate a capacity for teamwork and a strategic long-term vision are often more compatible with in-house goals. This transition from an individualistic to a collaborative approach can be challenging but essential. It ensures that the talent acquisition strategy is effective, sustainable, and resonant with the organization’s overall mission. #TalentAcquisition #Recruitment #HRLeadership #HumanResources #TeamBuilding #CareerDevelopment #RecruitingTips #LeadershipDevelopment #WorkCulture #StrategicHR #TA

💡 Why Connection Matters More Than Process in Hiring - Hiring success isn’t just about job descriptions, ATS systems, or interview panels—it’s about human connection. 📊 Data-Driven Examples of Connection Driving Hiring Success •            Collaboration boosts performance Research by Josh Bersin found that collaboration between recruiters and hiring managers is the #1 predictor of high-performance talent acquisition. Companies with strong collaboration are 4x more likely to exceed hiring goals compared to those with weak collaboration. •            Candidate confidence rises with engagement Hiring managers are often the first point of contact for candidates. When they show support, knowledge, and genuine interest, candidates report greater confidence in the company and higher likelihood of accepting offers •         Quality of hire increases Engaged hiring managers improve the accuracy of candidate selection, leading to stronger long-term performance and productivity. Their involvement reduces bias and ensures candidates are evaluated on meaningful criteria. •         Candidate experience drives employer brand Building relationships during hiring isn’t just “nice to have.” It directly impacts how candidates perceive the company. A positive connection leads to higher offer acceptance rates and stronger employer reputation. •            Retention improves with strong relationships Studies show that when hiring managers build trust and connection during the process, employees are significantly less likely to leave within the first year. Poor recruiter–manager alignment is often linked to higher voluntary turnover. 🔑 Takeaway The data is clear: connection isn’t soft—it’s strategic. Hiring managers who engage authentically with candidates don’t just fill roles faster; they build stronger teams, reduce turnover, and elevate the company’s brand.   #AnthonyPerry #SuccessfulHires #HealthcareJobs

In the world of modern business, the line between Talent Acquisition (TA) and Human Resources (HR) isn’t just blurry, it’s strategic. When these two powerhouse departments collaborate effectively, they don’t just fill seats, they build futures. For over two decades, Eleventh Hour has partnered with HR and TA teams to deliver amazing talent across direct-hire, contract, and project-based roles. We understand that every client has unique priorities when it comes to hiring, and we believe the most effective way to meet those needs starts with one essential skill: active listening. By genuinely listening to our clients, we tailor solutions that align with their vision, culture, and workforce objectives. THE RELATIONSHIP -      Talent Acquisition focuses on identifying, attracting, and hiring top talent. -      HR ensures those hires are engaged, developed, and retained. Where one ends, the other begins, yet the overlap is where the magic happens. TA sets the foundation; HR strengthens the structure. HOW THEY SUPPORT EACH OTHER 1.    Shared Workforce Planning ·     TA and HR align to forecast talent needs based on organizational goals, skill gaps, and risk of attrition. This proactive planning ensures that the right roles are filled at the right time. 2.    Cultural Continuity ·     HR defines the company culture; TA sells it. When HR and TA partner, they create authentic employer branding that attracts values-aligned candidates and reduces turnover. 3.    Smooth Onboarding & Retention ·     TA brings talent in; HR ensures they stay. Jointly designing onboarding and development programs, such as Eleventh Hour’s First 90 Days, creates a high-performance runway for new hires. Here’s what our First 90 Days delivers: - Seamless handoff from recruiting to HR - ICF - Certified Coaching to boost confidence and clarity - Measurable performance milestones - Support that bridges onboarding to long-term impact Companies that invest in a structured onboarding experience an 82% increase in new hire retention (SHRM). Our clients experience increased engagement and faster time to productivity, without the burnout. 4.    Compliance & Risk Management ·     TA keeps hiring practices legal and inclusive. HR ensures those hires comply with labor laws, internal policies, and DEI goals. Together, they protect the brand and the bottom line. UNITED STRATEGY = STRONGER RESULTS TA and HR are no longer siloed departments; they’re strategic partners in building sustainable talent pipelines, improving retention, and creating a culture where employees thrive. Eleventh Hour’s First 90 Days make that collaboration seamless by supporting new hires from recruitment through ramp-up, reducing the risk of early exits, and helping HR teams move from reactive to proactive people strategies. It’s not just about who you hire. It’s about how you support them after Day One, not Day 91! Curious how we help? Please follow The Talent Brief and me to talk about it more.

Collaboration between internal and external recruiters is becoming essential in today’s hiring pool, throughout the building materials industry, and across the Nation. Internal recruiters best understand their company culture and long-term goals, while external recruiters bring market insights and access to broader talent pools through their industry knowledge. When combined, they can enhance talent acquisition significantly and this is where SnapDragon Associates has really found our value with our client base. 1) Expanding Talent Access: According to LinkedIn's 2024 report, 76% of job seekers are passive candidates. External recruiters have extensive networks to tap into these pools, making them crucial for filling specialized roles. 2) Industry Expertise: A 2024 Recruiting Industry Association survey found that 70% of companies prefer external recruiters for tough roles due to their industry specialization, helping internal teams stay updated on trends and talent. 3) Speed & Efficiency: Companies using external recruiters experience a 32% faster time-to-fill, as reported by the National Association of Personnel Services. 4) Cost-Effectiveness: External recruiters can reduce vacancy periods and turnover, saving costs long-term. 5) Unbiased Perspective: External recruiters offer fresh, unbiased assessments, boosting diversity and inclusivity, as noted by the Harvard Business Review. By partnering with external recruiters, internal teams can leverage their specialized networks to source candidates, allowing internal recruiters to focus on their strengths—such as aligning talent with company culture and long-term strategic goals.