How to make talent acquisition a strategic business function?

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Summary of #TalentBuzz Episode with Heini Tuomola from Visma Enterprise

Employer Branding and Authenticity

In this #TalentBuzz episode, Samuli Salonen from TalentBee engages in a detailed conversation with Heini Tuomola, VP of People and Culture at Visma Enterprise. The discussion revolves around employer branding, challenging hiring managers, and achieving authenticity in talent acquisition.

Key Takeaways:

Being Authentic in Employer Branding:
Heini emphasizes the importance of brutal honesty in employer branding. It's vital to acknowledge areas where a company might not excel and openly communicate them to potential candidates. This approach attracts individuals who are motivated to address these challenges.
Challenging Hiring Managers:
Recruiters should challenge hiring managers to think beyond simply replacing an exiting employee. It's about understanding what unique qualities a new hire could bring to the team, promoting diversity, and considering how they can contribute to the team's growth and innovation.
Understanding Organization's Needs:
There's a need for talent acquisition professionals to deeply immerse themselves in the daily lives of the organization's employees. This can be achieved through shadowing and participating in meetings to gain a true understanding of the required skills and competencies for various roles.
Cross-Silo Leadership:
In a complex organizational structure like Visma's, cross-silo leadership becomes crucial. It involves networking skills and the ability to work across different segments of the organization, understanding their unique needs and challenges.
Cultural Fit and Diversity:
When hiring, it's essential to consider not just the skills and qualifications of a candidate but also their potential cultural contribution to the team. This includes their ability to bring new perspectives, working styles, and ideas that can drive innovation and growth.

Actionable Tips:

Embrace Transparency in Employer Branding:Talk openly about both strengths and weaknesses of the organization. This honesty can attract candidates who are genuinely interested in contributing to areas of improvement.
Incorporate Diverse Perspectives:Look for candidates who can bring diverse backgrounds and viewpoints to the team, enhancing creativity and problem-solving capabilities.
Engage in Organizational Shadowing:Talent acquisition professionals should spend time understanding the day-to-day operations and challenges faced by different departments to better align recruitment strategies with actual needs.
Communicate Openly with Candidates:Maintain open lines of communication throughout the recruitment process, providing candidates with clear insights into the company's culture and expectations.

Conclusion:

The episode underscores the significance of authenticity, diversity, and a deep understanding of organizational needs in the realm of talent acquisition. By adopting these principles, companies can not only attract the right talent but also foster an environment conducive to innovation and sustained growth.

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