@channel A biggest question for me : If hiring is not happening how would recruiter justify his timings.what value a recruiter can add

Can focus on onboarding process, Job description revisit and benchmarking, find out new ways and means to hire/create a pipeline for future, even JD sensitisation, salary surveys/benchmarking. Further you can involve them in Ops to broaden their learnings and areas as well.

Does benchmarking and salary survey comes under

Yes definately a TA deals with all positions out there he/she talks to ample of people in the market. It can come under the purview of a TA

Usually JD and Salary benchmarking comes under the purview of people and culture, not under TA. Some companies have there boundaries and roles so it could be possible. Like, in my company payroll and benefits is handled by Finance team. In some it is handled by admin team.

@Sai Venkata Vinay Chittuluru Usually some organisations have TA department involved in salary benchmarking and JD process as TA personnel are POC’s for candidates regarding queries related to salaries/JD.

I agree, some companies TAs are involved in promotiond and succession planning as well, I get it

@Sai Venkata Vinay Chittuluru this is the concern most of the things come under people and culture

@Shikha Raju I get it, usually for engineers they would participate in mentoring or doing pilot projects or projects of their intrests for some time or a quarter. Speak with your supervisor or manager and work on projects they are handling or work on revamping the current existing policies of Talent acquisition. Spend time on auditing maturity level of TA process in your company. Understand the next level plan to make changes. Look up for new trends in TA like emplpyer branding culture guide 306090 day plan, interview process prepare FAQ questions asked for recruiters. Prepare manuals for interviewers about best practices. Conduct training on understaning baises. Improve surveys. Find new metrics and measure them. New vendors for TA and look for better products. Find boolran tools or learn boolran and xray. Take a project to understand competitors TA process. Questions set New questions interviewers could ask. Revamp intake forms. Check metric quality of hire and improve the process. Templates and checklist for TA interns