Stellium: Mastering the Art of Talent Acquisition

Stellium was founded in 2021 by CEO Anthony Johnson as a much-needed solution to the legal industry’s broken and outdated relationship with data and technology. Here, Margaret Keith, Mass Com Specialist at the company explains how they get the talent they need.

In today’s fast-paced and ever-changing business world, talent acquisition plays a vital role in determining the success of an organisation. The ability to attract, recruit, and retain top talent directly impacts an organisation’s growth, competitiveness, and overall performance. With intense competition in the job market, businesses must adopt effective recruitment strategies to attract the best candidates for their unique needs. Stellium is fortunate to have two exceptional People Ops superstars, Erin Loy, and Monica Roman, who have mastered talent acquisition and delivered outstanding results.

Erin Loy graduated from Ouachita Baptist University with a bachelor’s degree in business administration. She spent 11 years working at a library where she built a Human Resources team from scratch. Providing HR support during a company-wide restructuring requires careful planning and communication. She managed this process by collaborating with leadership, offering support services for affected employees, and ensuring compliance with legal requirements. Balancing the needs of the organisation and employees ultimately comes down to maintaining transparency and treating employees with empathy throughout the process.

“Key factors for a successful talent acquisition process include a clear understanding of organisational goals, proactive talent sourcing, a robust interview and assessment process, a competitive compensation and benefits package, and a healthy and positive company culture,” says Loy. “Leveraging these factors has helped me attract and retain top talent by aligning their career aspirations with the organisation’s mission.”

Monica Roman, a graduate of the University of South Florida with a degree in healthcare administration, brings five years of experience in recruiting to her role at Stellium. With a focus on recruiting and providing administrative support, Monica’s previous experience includes working at an insurance company where she demonstrated exceptional judgment in vetting licenses and certifications. Additionally, Monica excelled in onboarding new employees and providing ongoing support to existing staff members.

Developing a recruitment strategy

A strong recruitment strategy is crucial for successful talent acquisition. Begin by clearly defining your hiring goals and objectives. Determine the positions you need to fill and the key skills and qualifications required. Set realistic timelines and allocate resources accordingly. Next, identify the most effective recruitment channels to reach your target candidates. This may include online job boards, social media platforms, professional networking sites, or industry-specific forums. Create a comprehensive plan that outlines the steps, resources, and metrics for each stage of the recruitment process. A well-developed strategy will streamline your hiring efforts, maximise efficiency, and increase the likelihood of attracting top talent. In contrast, poor strategies can result in costly hiring mistakes, high turnover rates, and a negative impact on company culture. By implementing proven strategies, organisations can ensure they attract and select candidates who not only possess the necessary skills and qualifications but also align with the companys’ values, goals, and culture.

“We prioritise inclusion and value the importance of making accommodations in our Stellium culture,” Loy emphasises. “Prior to posting a job opening, we engage in meaningful conversations with both the future employee’s manager and our CEO to thoroughly understand the necessity of this role.”

Candidate Sourcing and Screening

With the recruitment strategy in place, the team begins sourcing candidates through various channels like job boards, social media platforms, and professional networks.

The objective is to attract a diverse pool of qualified candidates.

Screening: In this stage, the team reviews applications and resumes to identify the most suitable candidates. Screening methods may include assessing qualifications, conducting phone interviews, and evaluating candidates’ skills and experience.

Interviewing: The shortlisted candidates are then invited for interviews, which may consist of multiple rounds and different formats, such as in-person, virtual, or panel interviews. These interviews aim to evaluate candidates’ compatibility with the organisation’s culture, values, and job requirements. Interviewees are always asked the same questions to keep the process fair. Two of the tests we use in this process are KOLBE and Print. The Kolbe Index is a unique test that evaluates how individuals take action when striving. Unlike other assessments, it doesn’t measure intelligence, personality, or social style. Instead, it assesses four action modes of the conative mind and rates individuals on a scale of 1 to 10 for each mode. The test aims to help individuals increase productivity, reduce stress, and find joy in both their work and personal lives. The PRINT survey helps uncover unconscious motivators and reveals our best self-behaviors and potential Shadow traits. Understanding our unconscious motivators can help us change habitual patterns and reduce Shadow behavior, enhancing productivity and performance. Once unconscious motivators are known, we can apply this knowledge to work, such as hiring, leadership development, team functionality, and employee productivity.

Hiring: After conducting interviews, the talent acquisition team selects the most qualified candidate(s) for the job position(s), negotiates terms and extends job offers, and completes the necessary paperwork for hiring.

Onboarding: The final stage of the talent acquisition process is onboarding. This involves welcoming and integrating the newly hired employees into the organisation. The onboarding process includes orientation, training, and providing necessary resources to ensure a smooth transition and successful integration into the company culture.

Stellium’s tips for attracting top talent

Attracting top talent in today’s competitive job market requires a proactive and strategic approach. Simply posting a job advertisement is no longer enough. To attract the best candidates, consider implementing the following recruitment best practices:

Compelling job descriptions: Create job descriptions that accurately reflect the role, responsibilities, and growth opportunities. Highlight your organisation’s unique aspects and value proposition to potential employees.

Employee referrals: Encourage your current employees to refer qualified candidates. Employee referrals are a highly effective recruitment method that can result in higher-quality hires who are a good cultural fit.

Employer branding: Invest in building a strong employer brand. Showcase your company culture, values, and employee testimonials on your website and social media platforms. A strong employer brand can significantly enhance your recruitment efforts by attracting candidates who align with your organisation’s values and mission.

Leverage technology: The recruitment process has been revolutionised by technology, making it faster, more accurate, and more targeted. Recruiters can now focus on promising candidates and make better hiring decisions. Stellium has embraced technology to transform its recruitment strategy and build a world-class team.

Measuring the success of your recruitment strategies

To enhance your recruitment strategies, it’s crucial to evaluate their effectiveness. You can measure the success of your talent acquisition efforts by considering the following metrics:

1. Time to hire: This metric measures the time it takes to fill a position from the initial job posting to the candidate’s acceptance of the offer. A shorter time to hire indicates an efficient recruitment process.
2. Quality of hire: Assess the performance and contributions of new hires over time. This will help you determine the effectiveness of your selection process and identify areas for improvement.
3. Candidate satisfaction: Collect feedback from candidates to evaluate their satisfaction with the recruitment process. This will provide valuable insights into areas where you can improve the candidate experience

Attracting and selecting the right candidates is vital for an organisation’s long-term success. It necessitates a proactive and ongoing approach to talent acquisition. Stellium has a proven history of implementing successful recruitment strategies that prioritise identifying individuals with the necessary skills, qualifications, and, most importantly, alignment with the company’s vision, mission, and values. As a result, Stellium has built a highly skilled workforce that not only drives the organisation’s growth but also flourishes within its culture.