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Shortening The Workforce Planning Cycle | Talent Acquisition Metrics That Matter | Talent Talk
In this episode of Talent Talk, we sit down with Jaylene Cogswell, Senior Director of Talent Acquisition at Confidential, to discuss how TA leaders are adapting to a rapidly changing world.
Jaylene explains why the traditional 3-5 year strategic workforce planning model is no longer realistic and how TA functions must pivot to an agile, operational workforce plan with a 6-12 month outlook to drive real success and manage talent absorption.
Learn which analytics actually move the needle for your business! Jaylene breaks down the crucial focus on Cost, Quality, and Speed, and deep dives into the importance of using cost metrics (like cost avoidance and marginal impact) to demonstrate the measurable value of the TA function to executive leadership.
Key Takeaways:
- Shift to Operational Workforce Planning: Abandon the 3-5 year strategic plan for an agile, operational plan with a 6-to-12-month outlook.
- Bridge the Leadership Gap: Use short-term planning to manage talent absorption and calculate the "gap to goal" to align executive vision with operational reality.
- Focus on Business-Centric Analytics: Track metrics based on Cost, Quality, and Speed. Prioritize Cost Metrics (especially marginal impact and cost avoidance) to prove TA's value.
- Clarify Organizational Roles: A Center of Excellence (COE) is strategic (program design), while a Shared Service model is tactical (day-to-day execution).
- Insourcing is a Key Trend: A growing number of organizations are insourcing recruitment functions to reduce costs and gain better control and quality.
- Industry Roadblock: The biggest challenge is the manufacturing industry's "hard-coded" nature and its lack of "appetite for change" to quickly adopt progressive strategies.
Speakers:
- Jaylene Cogswell
Senior Director Talent Acquisition at Confidential - Becca O'Toole
Senior Partnership Development Director at Cengage Group
Follow @ReadytoHire for more Talent Talk episodes on building strong teams and preparing for the future of work.
#talenttalk #leadership #successionplanning #workforcedevelopment #futureofwork #hr #employeeengagement #CostMetrics #HRAnalytics
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By RTHIn this episode of Talent Talk, we sit down with Jaylene Cogswell, Senior Director of Talent Acquisition at Confidential, to discuss how TA leaders are adapting to a rapidly changing world.
Jaylene explains why the traditional 3-5 year strategic workforce planning model is no longer realistic and how TA functions must pivot to an agile, operational workforce plan with a 6-12 month outlook to drive real success and manage talent absorption.
Learn which analytics actually move the needle for your business! Jaylene breaks down the crucial focus on Cost, Quality, and Speed, and deep dives into the importance of using cost metrics (like cost avoidance and marginal impact) to demonstrate the measurable value of the TA function to executive leadership.
Key Takeaways:
- Shift to Operational Workforce Planning: Abandon the 3-5 year strategic plan for an agile, operational plan with a 6-to-12-month outlook.
- Bridge the Leadership Gap: Use short-term planning to manage talent absorption and calculate the "gap to goal" to align executive vision with operational reality.
- Focus on Business-Centric Analytics: Track metrics based on Cost, Quality, and Speed. Prioritize Cost Metrics (especially marginal impact and cost avoidance) to prove TA's value.
- Clarify Organizational Roles: A Center of Excellence (COE) is strategic (program design), while a Shared Service model is tactical (day-to-day execution).
- Insourcing is a Key Trend: A growing number of organizations are insourcing recruitment functions to reduce costs and gain better control and quality.
- Industry Roadblock: The biggest challenge is the manufacturing industry's "hard-coded" nature and its lack of "appetite for change" to quickly adopt progressive strategies.
Speakers:
- Jaylene Cogswell
Senior Director Talent Acquisition at Confidential - Becca O'Toole
Senior Partnership Development Director at Cengage Group
Follow @ReadytoHire for more Talent Talk episodes on building strong teams and preparing for the future of work.
#talenttalk #leadership #successionplanning #workforcedevelopment #futureofwork #hr #employeeengagement #CostMetrics #HRAnalytics