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

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