Former Processors, Sales Associates, and Receptionists Are Our Best Talent Recruiters

Bright Talent Guest Blog by Shawna Ford, Director of Talent Acquisition, Loan Depot 

As published on

March 10, 2015

I hire non-recruiters who hire more than 1,000 people a year.

Do I have your attention?

If you’re reading this, and you’re a talent acquisition professional, you’re probably asking yourself, ‘what in the world?’ How does it work?

Well, 1,879 hires later, with a team of 12 exceptional, dedicated and talented national recruiters who had no direct previous experience in talent acquisition, it is working just right. And it all started with a simple question.

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How to Be Agile to Solve the Talent Acquisition Supply-and-Demand Dance

By Brenan German, President, Bright Talent

As published on

March 3, 2015

When you think of the word agility, you might conjure images of an elite athlete sprinting to the finish line, or a Cheetah pursuing prey on the African plains, or a lawyer in cross examination in a court room. But have you considered what agility looks like in talent acquisition?

The foundation of talent acquisition is to align resources to business needs to fill positions. Sounds simple enough, right? Most talent acquisition leaders would agree that on paper this statement does appear simple, but many variables come into play that can complicate even the simplest of tasks.

The complication begins with resource allocation and priorities. It is vital to know which positions are critical versus non-critical; how to distribute resources (geographically versus functionally); and which recruiting tools to provide the resources. Not to mention the age old question, “How do we pay for this?”

The challenge for many organizations in high-growth mode is how to balance resource needs, especially when many open roles are considered critical to the growth of the business. For those organizations with deep funding and resources, this exercise might be easier to solve than those working with limited funding and resources. The talent-acquisition leader in the organization with financial limitations is faced with timeline challenges, political maneuvering, and funding shortages.

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