Congratulations on securing your new role as a Talent Acquisition (TA) leader.

This guide was created to help you hit the ground running and make a big impression over the coming months. Through our step-by-step process, you can unleash the full potential of your TA function—and tangibly elevate its value to the business.

It’s certainly an exciting time to take on a senior TA position. The TA leader’s role has evolved to become more proactive, strategic and technology driven, with less focus on administrative tasks and resource and tool management. Concurrently, talent and staffing challenges have climbed higher on the corporate agenda; boards and senior management teams want to see action on issues such as skills shortages, ageing workforces, high attrition rates, Diversity, Equity and Inclusion (DE&I) and workforce agility.

For TA leaders willing to be bold and disruptive, there is huge potential to implement transformational change that will turn the dial on hiring results and wider business performance. Perhaps the biggest opportunity comes from connecting TA strategy directly to Talent Management (TM) strategythe TA function can play an influential role in building a truly people-centric organization that maximizes its human capital.

The decisions you make and actions you take in your first 90 days will shape the long-term success of your TA function. This guide will take you through the following stages of your leadership journey:

  • Day 0-30: Orientation and discovery—establishing a visible presence
  • Day 30-60: Spotting problems and opportunities—then planning actions
  • Day 60-90: Implementing processes and tools—future-proofing the TA team
  • Day 90 and beyond: Developing your leadership style and performance—unleashing your potential

Download the Guide

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