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