Recruitment Resilience: Thriving in the Evolving World of Talent Acquisition

Colleen Moore, Director of Talent Acquisition, Alvarado Restaurant Nation

Colleen is a strategic human resources professional and trusted advisor. She is an expert at utilizing comprehensive human resources knowledge to develop high-performance cultures and achieve demanding organizational objectives.

Please tell us about the journey that you've had so far and your roles and responsibilities at Alvarado Restaurant Nation.

I entered the talent acquisition field nearly nine years ago, starting in the gaming industry with a casino in Florida. There I gained experience in operations and learned the intricacies of working with hiring managers. I engaged in community outreach and on-the-ground recruitment, visiting schools and colleges to attract candidates for various roles in our casino. I quickly transitioned into leadership roles, managing larger teams and overseeing recruitment for 6 to 10 casino properties in the Northeast.

Upon joining Alvarado Restaurant Nation two years ago, I built a talent acquisition team from scratch. I established processes and implemented technologies to enhance efficiency for both recruiters and hiring managers.

Currently, I lead a team of four field recruiters and handle troubleshooting when needed. While my team excels in supporting operations, my focus has shifted to high-level strategy work. I analyze data, identify staffing opportunities, and assess the effectiveness of our tools. I evaluate whether our current tools are suitable or if we need training or new solutions and implement solutions to optimize our recruitment processes. My responsibilities extend to two facets of recruitment within the business. Firstly, I support restaurant managers to simplify their recruitment process through the latest technology.  Secondly, my team focuses on leadership recruitment, leveraging technology to ensure we identify qualified candidates and make informed decisions.

What are some of the major challenges in the talent acquisition space?

The talent acquisition space has undergone significant transformation, especially in the past four years, largely driven by technological advancements. While recruitment technology was already advancing rapidly before the onset of COVID-19, the pace has intensified since 2020. The number of options available, ranging from sourcing tools to AI assistance, presents a challenge in determining the most suitable solution for each company. There is no one-size-fits-all approach, as each industry and organization has unique requirements. So adapting to the rapid pace of technological advancements is one aspect of the challenge.

“In today's dynamic landscape, recruiters must embody unparalleled flexibility, adaptability, and the ability to pivot. The rapid evolution of technology and shifting workforce expectations demands not just agility but a heightened level of responsiveness and strategic acumen.”

On the other hand, understanding the shifting preferences and expectations of the workforce is equally crucial. The debate between remote work and returning to the office adds an additional layer of complexity. Employers may express a desire for a return to the office, while job seekers might prioritize remote opportunities. Navigating these dynamics and determining the optimal approach for a specific company requires careful considerations. Flexibility, adaptability, and the ability to pivot have always been essential traits for recruiters, but the current landscape demands an even greater level of agility. The speed of change in both technology and workforce expectations requires recruiters to be highly responsive and strategic.

What are the recent trends or technologies that have evolved to help tackle these pain points?

One prominent trend revolves around technology, with AI taking center stage in various conversations.  ChatGPT, for instance, stands out as one of the initial points of interest. The dialogue began last year, and suddenly, there was a realization that it could be leveraged for recruitment. While I'm not an expert, I've observed numerous conversations among recruiters and talent acquisition leaders, trying to figure how others are utilizing AI.

Questions about its usage for crafting job descriptions or drafting personalized emails to potential candidate’s surface daily, as individuals seek clarity on the novel applications of AI in recruitment. I've even heard some leaders express reluctance, citing concerns about the technology's untested nature. Thus, the ongoing conversation revolves around understanding the benefits and drawbacks of integrating AI into recruitment processes.

Is there a project initiative that you've been part of recently and have implemented one or couple of these trends to make that successful?

I've taken on a massive project this year focused on enhancing the overall employee experience. While technology will play a role, the focus extends beyond it.  The directive I received was somewhat open-ended, prompting me to explore how people's expectations have evolved in the workplace. As I delved into the project, numerous ideas surfaced, leading me to segment it into several sub-projects spanning over at least a year, if not longer. This encompasses various aspects like refining our interview and selection processes, enhancing the onboarding and orientation experience, aiming to elevate the entire experience from candidate evaluation through the initial 30, 60, and 90 days and beyond. The goal is to foster a robust onboarding process that promotes engagement and contributes to increased retention rates.

It also addresses the effectiveness of performance management, ensuring that it aligns with the broader goal of improving the employee experience. Another crucial element is our employee value proposition, examining how we present ourselves and tell our organizational story to attract and excite potential employees along with investing in leadership development initiatives. This multifaceted employee experience project is currently underway, and I anticipate having measurable results by the end of the year.

Any specific piece of advice that you'd like to share with your fellow peers or other industry leaders?

It's important to be kind to yourself, especially in the field of talent professionals where some days can be incredibly frustrating, and progress may seem elusive. There are times when you reach out to numerous people without any response or present candidates to a hiring manager only to face rejection.

As a professional, resilience and flexibility are crucial during work hours. However, to effectively navigate through challenging days, it's essential to extend that kindness to yourself outside of work. Take a moment to engage in activities that bring you relaxation and peace, whether it's yoga, running a mile, or any other personal preference. Allocating time for self-care allows you to recharge, ensuring you are ready to face the demands of your profession each day.

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