LDJ Facilitation for HR, Recruiters & Hiring Managers
Facilitation that delivers deeper insights & actionable outcomes
Do you want to know what your people are thinking beyond surveys and feedback forms? Would you like to be able to run a process that is quick, easy, inclusive, democratic and delivers outcomes that you could swiftly take action on?
So often hiring leaders won’t confess to being out of their depth, or admit that they don’t know who or how to recruit, or won’t call out the issues hindering talent acquisition for fear of treading on somebody’s toes. This is usually for two reasons: fear of being found out or the fear that they may lose their job, especially in this climate.
And sometimes they won’t give it time because they think recruitment is everyone else’s responsibility, especially yours!
Recruiting the right people is critical and it takes more than your talent acquisition function to make that happen!
You know that uncovering the real saboteurs hindering your recruitment, human or technical, can be tricky against fear-based resistance. And you know the best change happens when everybody feels that they have been involved in and agree on the possible solution/s.
You also know that it’s critical for your employer brand and candidate experience that the business, TA and HR partner well together!
So, what’s the solution?
Especially when it is facilitated by an impartial outsider who is known for inspiring change and energising human connection amongst recruiters, HR and hiring leaders.
As a certified AJ&Smart Lightning Decision Jam (LDJ) facilitator, combined with my extensive recruitment industry experience and outsider’s view of candidate experience, I will help you achieve actionable results in just a few hours.
The best part; LDJ facilitation is perfect to be held during an offsite or live online.
“ I had the opportunity to work with Katrina and put together a great design thinking session. Katrina has a deep “out of the box” vision and came with an innovative facilitation session that covers the who, how, what and why. She is open for feedback and has a high emotional intelligence to navigate complex environments and adjust her style to meet the cultural expectations. I really appreciated working with Katrina; I cannot recommend her dedicated and diligent work more highly!
Democratic facilitation brings positive change
You know those loud voices who dominate meetings and won’t let the opinions of others be heard? Well, you’ll love that Lightning Decision Jams ensure that everybody involved in your recruitment is heard, especially those quiet ones who so often have the best solutions! Much of the LDJ is carried out in silence, which may seem peculiar initially, but it ensures fairness.
Importantly, it’s fast and fun.
People want to be involved because it’s anonymous and democratic.
Get in touch, and you could soon be gaining deeper insights and freeing all manner of recruitment issues you never knew existed!
What could an LDJ facilitation session address?
Usually, it’ll be the thing you least suspect…
But, if you combine it with my gift of energising human connection, my extensive recruitment experience and my mission, then a session with HR, Talent Acquisition and Hiring Managers can address things like:
- Your company is unknown or has a poor reputation for candidate experience on review sites.
- The business won’t partner with your recruiters on roles.
- You have an ageing or non-diverse workforce.
- Poor candidate engagement and response rates, and a high incident of candidate ghosting.
- Accountability issues that arise when people move through the recruitment cycle from candidate to employee
- Recruitment is seen as an admin function by the business
- Hiring manager resistance to partnering with recruiters and sourcers from the intake strategy session through onboard and beyond.
- The legacy issues created by so many different generations in the workplace
- …and many more!
When should I run an LDJ facilitation session?
Of course, the best time would be before you look to make any changes or implement a new strategy but it can also be anytime you want more information and deeper insights into what is really going on. My slant is recruitment, but this process can be used for all manner of reasons so if something else is springing to mind, let’s talk about the possibilities.
Why include HR, recruiters and hiring managers?
To improve candidate experience effectively, it helps to have all the people involved in recruitment together sharing their point of view and voting on issues. [Watch my recent presentation for more.]
Candidates are treated poorly for many reasons; for example in the handoff from recruiter to HR, HR to the hiring manager and so on, or because hiring managers refuse to give feedback because they don’t understand the impact to future recruitment, and countless other unintended reasons.
It really depends on your pain point… and that might be something yet to surface.
Ready to delve deeper and gain actionable outcomes?
What to do…