Crushing your first 90 days as a new Talent Leader.
Congratulations on landing your new role as the Talent Leader - what a win!
But now the real work begins - making a killer first impression and driving impact in those crucial first 90 days.
COVID didn’t just shake things up; it knocked everything down. As companies rebuild, the landscape has permanently shifted. The talent game has changed, and so have the rules.
Attracting talent, hiring, and workforce dynamics have all taken a hit, and the old playbook won’t cut it anymore. Even now, four years later, companies are still scrambling to piece it all together.
While you might not solve every challenge in your first 90 days, you can definitely lay the groundwork for a successful future.
Here’s your game plan:
Map out the entire hiring process: Is there a solid SOP in place? Could you confidently hand someone a document and say, “This is how we do it”?
Evaluate your team: Do you have the right people with the right skills in the right roles? Make sure your talent is aligned with your goals.
Identify opportunities for streamlining: Where can you improve the hiring process? What action items will drive better results?
Set up data and reporting metrics: What data do you have? What’s missing? How does your performance compare to industry benchmarks? Ensure senior leaders have access to a high-level dashboard that showcases this data.
Create a recruiting scorecard and incentive plan: What behaviors do you need from your team? How can you encourage more of what works and less of what doesn’t?
Draft a 90-day assessment with recommendations: This is your roadmap. It shows senior leadership you’ve got a plan and are ready to roll.
Pick a signature project: Maybe it’s streamlining the process, speeding up sourcing, or automating scheduling. Focus on what you can control, track a key metric from start to finish, and show significant improvement by the end.
Bonus tip: At the same time, dive deep into the business. Talk to everyone - seriously, everyone. Soak up everything you can about what matters most to the hiring leaders and the business as a whole. This is your "getting to know you" phase, so leave no stone unturned. The more you know, the better you can lead, the quicker you build credibility.
Follow this guide, and you won’t just make a splash - you’ll dive in with a clear plan and unstoppable confidence. Go get ‘em!
