• Leads talentacquisitionconversations,drives prioritization,and providesstrategic direction • Coaches and leadshiring managers toown their recruitmentprocess(informationalinterviews, pipelining,LinkedIn, panel prepetc.) • Approacheschallenging situationsand drives toresolution whilemaintaining andenhancingrelationships • Successfullysolves problemsand improvesresults withlimited direction • Leads talentacquisitionconversations,• Leadstalent acquisitionconversations, drivesprioritization, andprovides strategicdirection• Consults thebusiness to levelset on desiredprofile and skills,and advises ontalent availability inmarket • Initiates,participates, and/orleads GTA initiativesto shareperspective andinfluence endproduct • Leverages andanalyzes GTA dataand externalmarketplace data tobuild proactivehiring strategies • Creates an environmentof collaboration andtransparency; insuring theright stakeholders areinvolved to make informeddecisions and set direction   • Coachespeers andprovidesfeedback topartners acrossGTA • Advocates for theright talent with thebusiness, generalistand compensationto ensure we hirethe best talent • Leads theonboarding of newrecruiters andcontributes to thedevelopment ofpartners • Identifies areas ofimprovement andrecommendssolutions, training, oractivities that drivecalibration for hiringteams • Coach or train ona recruitingcompetency orprogram acrossGTA, for businessand generalist • Collaborates withbusiness andgeneralist tocreate strategiesto attract &pipeline diversetalent • Coaches and leadshiring managers toown their recruitmentprocess (informationalinterviews, pipelining,LinkedIn, panel prepetc.)  • Models andcoaches behaviorsthat support a“culture of recruiting”with hiring managers,generalist and peers • Coaches hiringmanagers on howto identify keycompetencies andassess the righttalent • Sets goals, holds self& hiring managersaccountable, improveseffectiveness, anddrives strategic planthrough leveragingGTA performancemetrics • CompleteMyLearningsessions andtrainings forleading others • Leads strategicposition prioritizationand/or forecastingconversations inpartnership withgeneralist • Utilizes storytellingand the appropriateform ofcommunication todrive alignment, build& grow relationships,and demonstrateexpertise • Leadstemporaryresources asappropriate • Influences thebusiness to createbrand worthyexperiences forcandidates througheach step of theprocess includinginterview loops, finaldecisions, etc. • Leads talentacquisitionconversations,drives prioritization,and providesstrategic direction • Coaches and leadshiring managers toown their recruitmentprocess(informationalinterviews, pipelining,LinkedIn, panel prepetc.) • Approacheschallenging situationsand drives toresolution whilemaintaining andenhancingrelationships • Successfullysolves problemsand improvesresults withlimited direction • Leads talentacquisitionconversations,• Leadstalent acquisitionconversations, drivesprioritization, andprovides strategicdirection• Consults thebusiness to levelset on desiredprofile and skills,and advises ontalent availability inmarket • Initiates,participates, and/orleads GTA initiativesto shareperspective andinfluence endproduct • Leverages andanalyzes GTA dataand externalmarketplace data tobuild proactivehiring strategies • Creates an environmentof collaboration andtransparency; insuring theright stakeholders areinvolved to make informeddecisions and set direction   • Coachespeers andprovidesfeedback topartners acrossGTA • Advocates for theright talent with thebusiness, generalistand compensationto ensure we hirethe best talent • Leads theonboarding of newrecruiters andcontributes to thedevelopment ofpartners • Identifies areas ofimprovement andrecommendssolutions, training, oractivities that drivecalibration for hiringteams • Coach or train ona recruitingcompetency orprogram acrossGTA, for businessand generalist • Collaborates withbusiness andgeneralist tocreate strategiesto attract &pipeline diversetalent • Coaches and leadshiring managers toown their recruitmentprocess (informationalinterviews, pipelining,LinkedIn, panel prepetc.)  • Models andcoaches behaviorsthat support a“culture of recruiting”with hiring managers,generalist and peers • Coaches hiringmanagers on howto identify keycompetencies andassess the righttalent • Sets goals, holds self& hiring managersaccountable, improveseffectiveness, anddrives strategic planthrough leveragingGTA performancemetrics • CompleteMyLearningsessions andtrainings forleading others • Leads strategicposition prioritizationand/or forecastingconversations inpartnership withgeneralist • Utilizes storytellingand the appropriateform ofcommunication todrive alignment, build& grow relationships,and demonstrateexpertise • Leadstemporaryresources asappropriate • Influences thebusiness to createbrand worthyexperiences forcandidates througheach step of theprocess includinginterview loops, finaldecisions, etc. 

TALENT ADVISOR Bingo - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. • Leads talent acquisition conversations, drives prioritization, and provides strategic direction
  2. • Coaches and leads hiring managers to own their recruitment process (informational interviews, pipelining, LinkedIn, panel prep etc.)
  3. • Approaches challenging situations and drives to resolution while maintaining and enhancing relationships
  4. • Successfully solves problems and improves results with limited direction
  5. • Leads talent acquisition conversations,• Leads talent acquisition conversations, drives prioritization, and provides strategic direction
  6. • Consults the business to level set on desired profile and skills, and advises on talent availability in market
  7. • Initiates, participates, and/or leads GTA initiatives to share perspective and influence end product
  8. • Leverages and analyzes GTA data and external marketplace data to build proactive hiring strategies
  9. • Creates an environment of collaboration and transparency; insuring the right stakeholders are involved to make informed decisions and set direction
  10. • Coaches peers and provides feedback to partners across GTA
  11. • Advocates for the right talent with the business, generalist and compensation to ensure we hire the best talent
  12. • Leads the onboarding of new recruiters and contributes to the development of partners
  13. • Identifies areas of improvement and recommends solutions, training, or activities that drive calibration for hiring teams
  14. • Coach or train on a recruiting competency or program across GTA, for business and generalist
  15. • Collaborates with business and generalist to create strategies to attract & pipeline diverse talent
  16. • Coaches and leads hiring managers to own their recruitment process (informational interviews, pipelining, LinkedIn, panel prep etc.)
  17. • Models and coaches behaviors that support a “culture of recruiting” with hiring managers, generalist and peers
  18. • Coaches hiring managers on how to identify key competencies and assess the right talent
  19. • Sets goals, holds self & hiring managers accountable, improves effectiveness, and drives strategic plan through leveraging GTA performance metrics
  20. • Complete MyLearning sessions and trainings for leading others
  21. • Leads strategic position prioritization and/or forecasting conversations in partnership with generalist
  22. • Utilizes storytelling and the appropriate form of communication to drive alignment, build & grow relationships, and demonstrate expertise
  23. • Leads temporary resources as appropriate
  24. • Influences the business to create brand worthy experiences for candidates through each step of the process including interview loops, final decisions, etc.