No matter the context, change is hard, but it’s also necessary for improvement. Whether it’s sore muscles after a new workout or frustrations as teams learn new, more efficient systems, it’s impossible to improve without at least things getting at least a little bit hard. The key is making sure that pain isn’t a symptom of something a little more serious.
We can apply this to talent acquisition. Implementing a new RPO programme is almost like a merger. You’re assimilating teams, changing processes and likely adding new technologies. It’s not easy, and there will be difficult points. But it’s about making sure that pain is more like a sore muscle than a broken bone.
Emily Gordon, a client delivery leader at PeopleScout joins us to talk about this change management process.
Emily has more than 21 years’ experience in talent acquisition and has overseen sourcing, continual process improvement, and client implementations. Her expertise is in transitions, process improvement, team building, client relationship development, and operational delivery. She holds a Six Sigma Green Belt certification. Emily is a graduate of the University of Michigan.
Emily walks us through her four-step system to drive success during the first 100 days of a new implementation. She shares specific examples of things that went wrong – and right – over her career. Emily explains how you can diagnose the pain of a transition as either normal growing pains – or the symptom of a larger problem.
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