Why Lean TA Teams Need to Connect Strategies to Business Objectives

In today’s hiring landscape, talent acquisition teams are frequently asked to “do more with less.” While the instinct may be to demonstrate return on investment (ROI) through time or cost savings, focusing solely on these metrics may not effectively capture the broader impact of doing more with less on the organization’s goals and objectives. 

Reframing talent acquisition to focus on business objectives rather than ROI

Instead, it’s crucial to shift the narrative toward the consequences of inaction, highlighting the tangible impacts of not implementing certain strategies. By framing the discussion in terms of how changes (or lack thereof) to processes, resources, or tools contribute to overall business success, talent acquisition teams can garner greater support from stakeholders.

For instance, rather than emphasizing only the hours saved by implementing a new process, consider also highlighting the repercussions of not implementing it. Repercussions could include losing out on top talent to competitors or facing delays in filling critical roles, ultimately impacting sales targets and company budgets.

To make these strategies resonate with stakeholders outside of talent acquisition, it’s essential to link them directly to overarching business objectives like sales targets or company budgets. In an era where efficiency is paramount, talent acquisition teams must find creative ways to maximize resources.

The benefits and challenges of a lean team

While lean teams find that it’s much faster to iterate and make organizational improvements, one common challenge is time management. Despite achieving tasks, there may not be enough time to systemize these accomplishments for future use.

To address this, it’s crucial to focus on process improvement and empower hiring managers to take ownership of the hiring process. By creating a culture of accountability and involvement, organizations can achieve lasting efficiencies and ensure that every team member plays a role in the hiring success.

Additionally, teams that need to do more with less can use their speed and agility to commit to consistent, small improvements. Layering 1% improvements on top of each other throughout the year can have a compounding effect on the business.

In conclusion, while demonstrating ROI is important, it’s equally vital to frame talent acquisition strategies in terms of their impact on bigger business outcomes. By focusing on process improvement, empowerment, and a culture of involvement, lean teams can overcome challenges and drive sustainable efficiency in their talent acquisition efforts.