I was promoted from HRG to TA manager.

4 Comments

1. AnonymousAugust 7,2023 at 7:24PM UTC

   I would suggest being in the role for a short time to show the need for a 2nd assistant. I would think it would be hard to prove the case if you are not yet doing the new, expanded role yet. Good luck.

2. AnaHRAugust 7,2023 at 7:42PM UTC

   I've been with the company for 7 months. They had no TA before me and I've been building things out. After 4 months I was asked to also look at onboarding. I've been doing this for 2 months now in addition to my requisition load and I'm being given DEIB, comp and performance reviews. At the moment I'm not able to properly manage 60 recs along with my current duties with the one assistant - adding additional tasks is a huge ask.

3. IntentionGirl630054August 7,2023 at 7:50PM UTC

   The DEIB efforts are not going to be successful without re-training management and ANYONE in the hiring process - anyone who is involved in interviewing. It there is a commitment to DEIB, I agree with you that there will need to be a change in how you do your work -- that is, the DEIB work structuring, hiring and training a new assistant for the DEIB processes and program will dig drastically into the work you are currently doing. Hiring an assistant to push the mechanics of the recs (the time consuming parts) and your then supervising 2 assistants will set your position at a higher level than *just* managing recs. So, yes, requesting an additional assistant and a decent salary increase it very reasonable. You might consider if the DEIB effort is the brainchild of one of the upper management and go to that person with your plan to get support, if you think that is reasonable. Best of luck!! You are always best supported when you know how important/expensive (to not have it in place) a new project is to the company.

4. AnonymousAugust 10,2023 at 5:08PM UTC

   If the requisitions that you are managing are multiples of the same level then its a fair req load to have that many. Also have you sat down with your key stakeholders and set priority levels for time to fill for those roles? Clearly all will want to say P0 but have them be honest about it and think long and hard when you manage the intake meetings for each one to think about the candidate pool and structured questions for the interviews that are time boxed so you can hit the targets given to you WITH the HM in the mix. I think it is manageable if you have the right coordinator and can give them some sourcing or screening tasks or scheduling to manage. Stagger the hires and be grateful that at the moment you have work as most companies are dumping recruiters like hotcakes. As for the DEIB push back on that and ask the HM in each area who they want you to focus on sourcing wise and what companies as well to recruit from and the demographic they want to hire specifically to round out their teams. Then you can have your assistant do targeted reachouts, perhaps using some sourcing tools to get this done.