Adamaka Ajaelo

Talent Acquisition partners and internal talent acquisition teams have a direct impact on an organization's productivity. The criticality of building a consultative TA team has never been more important as the world finally shifts paradigms from TA moving from an operator to a consultative business enabler. Underscoring this is the criticality of insisting on the highest standards re: the talent you bring into your organization to hire your talent! #hiretowin #toptalent #scalebeyondthetalentbar #nwtalentsolutions https://lnkd.in/eHv3xfti

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In the intelligence age, legacy HR operating models are no longer viable. We must adopt a new paradigm that transforms HR into a consulting organization, tackling significant business challenges. Systemic HR organizations fall in love with the problem, not just the solutions created. Read more in my article in HR Morning. #systemicHR #humanresources #hrstrategy Josh Bersin The Josh Bersin Company

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Especially in a SaaS company where payroll can be 80% of your cost, talent organizations today are tasked with building new organizational capabilities. They are directly tied to clear business outcomes like creating new lines of business, improving R&D returns by global talent distribution, and AI innovation. John is correct…To do it well requires going beyond attracting/hiring to providing an integrated approach which includes defining global talent buy/build scenarios, DEI strategies, and internal mobility and enablement.

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Hey HR, CDO, and Organizational Leaders: What are the reasons you are hearing for organizations (private, public, non-profit) dismissing the focus on DEIAB initiatives as a priority?

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For any Talent Leader looking to truly optimize their contingent workforce as part of their overall Talent Strategy.

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Not 1 or 2 or 3 - we have "13" actionable tips to help you upgrade your DEI hiring efforts 📚

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Why is it so hard to connect People Analytics data to business outcomes?? We need better HR Tech that connects behavior models and performance models together! https://lnkd.in/g2maWaY https://lnkd.in/gBMbZ62 #Syncademy #Reputation #HRTech #Synchronize #Learning #Synctrics #Trust #OptimizeTeamSuccess #FutureOfWork #EmployeeEngagement #Goalvana #DisruptHR #Synchievement #Personability #Pulsitude #Culture #Wellbeing #Development #Goals #HR #Strengths #Feedback #PeopleAnalytics #CognitiveDiversity #PulseSurvey #HackingHR #OKR #Recognition #EmployeeExperience #OwnYourPerformance #ContinuousPerformance #Leadership

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Skills, a shrinking labor pool, and keeping up with the pace of change is top of mind for me as the head of People. Review my recent blog on how to address this workforce readiness gap. #workforceagility #csod #skills

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TA Leaders, how are you? Just need to check in on you because times are tough. The current talent acquisition landscape is a battlefield, and as TA leaders, we're navigating a maze of challenges. From finding balance to being data-driven while ensuring diversity, the stakes have never been higher. Balancing the demands of hiring managers with the realities of the talent market can feel like walking a tightrope. The pressure to fill roles quickly often clashes with our commitment to sourcing diverse candidates. But please remember that we can't compromise on diversity for the sake of speed. Being data-driven is essential. We need to leverage analytics to understand where our efforts are succeeding and falling short. Data isn't just numbers; it's the story of our candidates, processes, and outcomes. By diving deep into metrics, we can identify biases, refine our strategies, and ensure we're filling seats and building inclusive teams. The human element can't be overlooked. Behind every resume is a story, a unique perspective waiting to be heard. It's our job to create a recruitment process that values and respects these stories, fostering an environment where diverse talent can thrive. So, how do we find that elusive balance? • Use metrics to track diversity and inclusion efforts alongside time-to-hire and quality-of-hire. • Equip your team with the right tools to source diverse talent and provide ongoing training to eliminate bias. • Create an environment where diverse candidates feel valued and included from the first interaction. The road is tough, but the payoff is worth it. #dobetterpeople

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On May 20, join this captivating conversation on merit-based compensation and its impact on work at the WorldatWork Conference. Register to hear LaCinda Glover, Belinda Roberts and Lisa Webb discuss the pros and cons, its effect on employee motivation and performance, fairness concerns and best practices for designing and implementing merit systems. #TotalRewards24 #compensation #HumanResources

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The countdown has started! Many leaders working for Centra know the meaning of the words "Compensation Overhaul". It is a roadmap that started in the Fall 2022 and will culminate in pay equity and market adjustments in May 2024. The work is guided by these principles: 1.    Planning. 2.    Clarity through transparency. 3.    Process Consistency. 4.    Fairness. 5.    Purpose. 6.    Pay equity. 7.    Leadership accountability. Thanks to organization-wide support for the work, HR has created a compensation program and capability that will be a game changer for Centra's workforce and culture. Centra has implement standard pay structures and policies, clear criteria for promotion, and standardized documentation of compensation to minimize room for bias. Communicating clearly about pay equity is nearly 13 times as important for employee retention and engagement as talking about “high levels of pay and benefits,” according to a March 14 report from The Josh Bersin Co., a human capital advisory firm. "While most companies know they must increase pay during times of inflation, they do not understand the problems they create when people feel the system is unfair,” Josh Bersin said. Nobody said it was going to be easy. But with a thoughtful and flexible plan, collaboration, communication, and execution, success is around the corner, with Centra Human Resources leading the charge! https://lnkd.in/guDNApzR.

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Talent acquisition leaders are largely left out of their company’s strategic planning process, and many feel they operate as “order takers” according to findings in our new ‘Talent Acquisition at a Crossroads’ report with The Josh Bersin Company. Companies are cutting their TA spend, and at the same time, CEOs feel that skills shortages are getting worse. Moving from transaction to strategy is now critical for business success. In his latest blog, Josh Bersin discusses the latest Talent Climate research. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology #TalentClimate

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I recently had the privilege of facilitating a session for leaders on how to ignite their team’s intelligence, inspired by the powerful concepts in the Liz Wiseman book, Multipliers. The core idea is transformative: leaders can amplify their team's intelligence by asking better questions, identifying the unique genius of each team member, creating space, and presenting bigger challenges. Sounds simple, right? Heck no. If it were, we'd all be doing it already. This session made me reflect deeply on my own leadership style. I realized I often dominate discussions, taking up a lot of space in meetings. Moving forward, I’m committing to creating more opportunities for my team to play big, not just me. It's about picking the right moments to step back and let their brilliance shine. Has anyone else read Multipliers or done the training? I’d love to hear how you are working on multiplying intelligence, not diminishing it.

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COMMUNICATION IS EVERYTHING in order to be successful in Talent Acquisition! Communication is the glue that holds together all of the complex processes, interactions and nuances associated with the world of Talent Acquisition.  Outstanding communication throughout the talent acquisition lifecycle is what gets us from “good to great.” According to LinkedIn’s Future of Recruiting 2024 report  (https://lnkd.in/eqmK9D49), communication is ranked the highest of the soft skills for recruiters to possess over the next five years. Effective communication is not just about conveying information. It’s also about building relationships, understanding needs, and aligning on expectations. Every interaction amongst all of the people involved in the process- recruiters, candidates, hiring managers, and business leaders- helps to foster meaningful connections and shapes the quality of the recruitment journey. When I think about the many wonderful recruiters I have worked with over the course of my 30+ year career, those who have mastered the art of communication have been some of my best performers.  This is not to take away from critical technical skills that are needed to be successful in this field, e.g., sourcing top talent, using analytics, and leveraging tools such as LinkedIn, using ChatGPT, etc.  Similarly, when I think of feedback I’ve received from hiring leaders about my team members over the course of my career, they tend to speak more about the communication skills of the recruiters they’ve worked with, and less about their technical skills.  So their experience with recruiters is heavily shaped by the quality of the recruiter’s communication skills and is what makes their experience most memorable. Successful Talent Acquisition professionals understand that communication is what ultimately forms the foundation upon which trust and understanding are built between all stakeholders involved in the recruiting process.  By fostering mutual understanding and trust, recruiters can streamline the hiring process, minimize misunderstandings, and help leaders make more informed hiring decisions. Strong communication practices also contribute to a positive candidate experience, enhancing the organization's reputation and increasing its attractiveness to top talent. Outstanding communication is foundational to a quality Talent Acquisition experience. I hope you all agree.

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Why is it so hard to connect People Analytics data to business outcomes??? We need better HR Tech that connects behavior models and performance models together! https://lnkd.in/g2maWaY https://lnkd.in/gBMbZ62 #Syncademy #Reputation #HRTech #Synchronize #Learning #Synctrics #Trust #OptimizeTeamSuccess #FutureOfWork #EmployeeEngagement #Goalvana #DisruptHR #Synchievement #Personability #Pulsitude #Culture #Wellbeing #Development #Goals #HR #Strengths #Feedback #PeopleAnalytics #CognitiveDiversity #PulseSurvey #HackingHR #OKR #Recognition #EmployeeExperience #OwnYourPerformance #ContinuousPerformance #Leadership

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Why is it so hard to connect People Analytics data to business outcomes??? We need better HR Tech that connects behavior models and performance models together! https://lnkd.in/g2maWaY https://lnkd.in/gBMbZ62 #Syncademy #Reputation #HRTech #Synchronize #Learning #Synctrics #Trust #OptimizeTeamSuccess #FutureOfWork #EmployeeEngagement #Goalvana #DisruptHR #Synchievement #Personability #Pulsitude #Culture #Wellbeing #Development #Goals #HR #Strengths #Feedback #PeopleAnalytics #CognitiveDiversity #PulseSurvey #HackingHR #OKR #Recognition #EmployeeExperience #OwnYourPerformance #ContinuousPerformance #Leadership

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Our latest Talent Climate report with The Josh Bersin Company reveals that despite the proven benefits of strategic workforce planning, organizations are failing to fully capitalize on the transformative potential it offers. The main findings, drawn on a global survey of executives include: - skill shortages remain the top issue for TA leaders (60%) - 58% are under tremendous pressure to improve the efficiency of their recruiting processes - only 32% of TA leader respondents feel they serve as a truly strategic partner to their organization - 45%, were told to prioritize cost reduction over strategic talent advisory - 42% disclosed that their company does not have a workforce plan Stay ahead of the talent forecast, download our ‘Talent Acquisition at a Crossroads’ report. #Talent #TalentAcquisition #HumanResources #HR #Recruitment #Staffing #AI #ArtificialIntelligence #Tech #Technology

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Devising a people strategy that maps to business needs in an uncertain world requires CHROs to identify strategic priorities. Learn what leading CHROs prioritize to deliver successful HR transformation. Gartner for HR | #GartnerHR #HRTransformation #HR #Leadership #CHRO

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Are you helping employees see what’s next? This article from LinkedIn's COO Daniel Shapero explains that employees long for change and a feeling of career progress after doing the same job for a while. Research shows that employers can drive engagement and increase retention by putting employees in new roles every 24 to 36 months (depending on their role and level). Career Matters is experienced in delivering careers and talent-related training and support. If you need help developing employees and identifying skills alignment for new roles and business objectives, please reach out for a conversation with me. #careerdevelopment #skillsidentification #businesstransformation #careermatters

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