12 Culture Confessions of a Strategic HR Lead: Recruiting (Unplugged)

In the pulsating heart of the corporate battlefield, where talent wars rage on, we sat down with "Amanda Sterling," the maven behind the scenes as the Strategic HR Lead at an established HR Solutions firm. We kept her identity anonymous to really capture the "off the record" frustrations she and her colleagues from other companies face in hiring and retaining talent. Armed with a mission to recruit and retain the crème de la crème, Sterling takes us on a rollercoaster ride through the 12 frustrations she faces in the quest to secure and keep the right talent. Don't miss our follow up article where we list out our in-house tips to use our leadership alchemy to achieve these aims and more in less moves.

1.Culture Inq:  Amanda, when it comes to grabbing the attention of potential hires, what's the first note that falls flat for you?

Sterling: Well...picture this - a cluttered job board filled with cookie-cutter postings. It's the job description abyss. We need to cut through the noise and make our opportunities stand out. We're not just hiring; we're selling a lifestyle, an experience.

2.Culture Inq: Intriguing! So, what's been lacking in sparking genuine interest among candidates?

Sterling: It's the lack of a compelling narrative. Every company has a story, a journey. We need to weave that into our recruitment strategy. Job seekers want to be part of something bigger than a 9 to 5 grind.

3.Culture Inq: Moving on. What's been a thorn in your side when it comes to cultivating a genuine longing in potential hires?

Sterling: The disconnect often arises during the interview process. It's not just about us evaluating them; it's about them envisioning their future with us. We need to create a space where they can see themselves thriving.

4. Culture Inq: How do you struggle to convert interest into concrete action?

Sterling: Ah, the classic case of ghosting. Candidates losing interest or getting cold feet mid-process. We need smoother, faster processes, and communication that keeps them engaged from application to onboarding. (I mentally noted the term "quiet quitting" and its rise in popularity with work culture that alienate their hires from a sense of safety airing their challenges with healthy authorities.

5. Culture Inq: Switching gears a bit, Amanda. What about internal consistency? How does it factor into the frustration equation?

Sterling: It starts with job descriptions and seeps into the entire candidate experience. We need harmony in our message, from the first handshake to the final offer.

Note:  Operational inconsistency is like an out-of-tune guitar in the HR band.

6. Culture Inq: Branding is crucial. What's your take on the deceptive allure some companies project?

Sterling: Smoke and mirrors, my friend. Some companies oversell themselves, creating false expectations. We need authenticity - we let our brand be a true reflection of who we are. No sugar-coating and then bloated, misaligned talent distribution.

7. Culture inq: Talking about authenticity, how do you tackle the challenge of a corporate culture that feels alien to potential hires?

Sterling: Culture fit is make or break. We're working on breaking down stereotypes and showcasing our diverse, inclusive culture. We want candidates to feel a connection, not a culture shock. Being able to observe our culture took time. To see it through others' eyes. We definitely went through a period of "right-fititis" where we really saw our confirmation bias playing out; meaning we leaned away from a diverse talent and had to start thinking differently about our culture. Look for unicorns and also nurture them into fruition.

8. Culture Inq: Shifting gears again - what's a frustrating relic from the past you're keen on changing?

Sterling: Resumes! They don't paint the full picture. We're moving towards a more holistic approach - skills assessments, project-based interviews. Let's see what they can do, not just what they've done.

Culture Inq: I just breathed a little deeper hearing that, thank you for that.

9. Culture Inq: The post-interview silence can be deafening. How do you keep potential hires engaged during the waiting game?

Sterling: We're implementing continuous engagement strategies - updates on the process, company updates, and even inviting them to virtual events. We're cultivating a sense of belonging even before they join and when they know what to expect they can plan around it. Common courtesy, really.

10. Culture Inq Once they're in, how do you ensure they don't feel like a cog in the machine?

Sterling: Ignoring employee development is like playing a one-hit wonder on repeat. We're investing in personalized development plans, mentorship programs, and continuous learning opportunities. Let them evolve with us.

11. Culture Inq: Onboarding is the first dance. Where do companies stumble in this delicate waltz?

Sterling: It's the lack of personal touch. We're revamping our onboarding process to make it more personalized, ensuring that new hires feel seen and welcomed from day one.

12. Culture Inq: Finally, the issue of neglecting feedback. How does this impact your quest for continuous improvement?

Sterling: It's like playing without knowing how the audience feels. We're building robust feedback loops for candidates and employees alike. Constructive criticism fuels growth - it's a two-way street.

Summary: As I wrap up our conversation with Amanda Sterling, it's clear that the journey to hiring and retaining the right talent is a rock-and-roll adventure. From the initial riff to the final encore, Strategic HR leaders like Sterling are rewriting the talent acquisition playbook, ensuring that every note resonates with authenticity and purpose. The show must go on, and Strategic HR Managers like Sterling are front and center, leading the charge in the ever-evolving landscape of human resources.

From the other side of the desk. Let's hear from the Interviewees; what are your top frustrations about the hiring process?

• Onboarding (lacking)
• Misleading ads for job position and culture
• Waiting without notice in between interviews
• Culture "fit" looking for more of the same, not open

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Aeryana Castley

Founder of Intrinsiq Culture XD, writer on The Culture of Things, Culture Q and facilitator for the I AM Creatorship Training program helping you lead belonging better at work, home and of course, belong better to yourself so you can walk your talk letting your choices be the change you want to see more of. I am a Creator helping growth-driven teams and couples stop living and leading as though there are no good people out there and there is limited means for creating a meaningful, inspired life. When I am not helping people find the partners to build a great life or success story with, to lead with authenticity, and finally feel supported in their relationships, I am creating. I like to travel, sing, paint and immerse myself in other cultures delighting in the similarities and differences of our human village as we build our 'dream come trues' together.