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

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.


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