Modernizing Talent Acquisition
TAGS: INCLUSION, TALENT MANAGEMENT, TRAINING
THE CHALLENGE
An entertainment company realized its hiring process was inconsistent and relied too heavily on internal referrals, which limited the breadth and diversity of its talent pool. Managers were often "winging" interviews, leading to biased outcomes and a slow time-to-hire. They needed a standardized, professional system that would empower hiring managers to find and select the best talent based on clear, objective criteria.
OUR PROCESS
We partnered with the Talent team to overhaul the entire recruitment lifecycle, moving it from a linear process to a strategic "hiring cycle." Our approach was practical and tools-focused:
We met with various department heads to understand where recruiters were being under-leveraged and the scope of their over-reliance on referrals.
We reviewed existing job descriptions and interviewing habits to identify practices that were turning away top candidates.
We recommended changes to streamline and make their recruiting process more effective and designed a set of tools to support their new practices.
WHAT WE DELIVERED: THE IMPACT
Inclusive Recruitment Toolkit: A comprehensive, 30+ page guide for hiring managers covering everything from writing job descriptions to debriefing after an interview.
Standardized Interviewer Guide: A library of competency-based questions and prompts to ensure consistent candidate evaluation. Questions covered technical skills, leadership/management behaviors, emotional intelligence, and organizational values.
6-Month Onboarding Ramp: A strategic checklist to ensure new hires feel supported and integrated from Day 1 through their first 180 days.
Skills-Based Training: Workshops for recruiters and hiring managers to practice new, objective evaluation techniques.