In my role leading Talent Acquisition, we focus intensely on identifying and attracting individuals with incredible potential and core principles aligned with our mission – the foundational elements discussed in our “Guardians of Talent” philosophy. But finding great people is only the beginning of the journey. Ensuring they thrive, integrate successfully, and reach their full potential requires a supportive ecosystem and a commitment that extends across the entire organization.
A new hire’s success isn’t solely their responsibility, nor does it rest entirely on the Talent Acquisition or People Ops teams. It truly takes a village. From the initial recruitment interactions to onboarding, day-to-day management, team collaboration, and leadership guidance – every touchpoint matters. Delivering a consistent, supportive, and empowering experience, particularly during the critical first year or through the first promotion cycle, is a shared accountability.
Are we collectively setting our new colleagues up for success? Or are there gaps in our process – perhaps in onboarding, management support, or team integration – that might unintentionally do them a disservice, hindering their ability to activate the very potential we hired them for?
To ensure we are nurturing the talent we bring in and upholding our commitment to their growth, we need to understand how well our internal ecosystem is functioning. That’s why we’re introducing a new benchmark this quarter: the Stakeholder Accountability Score (SAS).
SAS isn’t just another metric; it’s a framework designed to help us evaluate the effectiveness and consistency of the support system surrounding our new hires. It provides insights into whether we, as an organization, are truly delivering on the promise made during recruitment. The SAS framework holds all key partners accountable – including Recruiting, People Ops, Hiring Managers, Leadership, and the immediate team – for their role in fostering a successful integration and positive early experience.
By measuring aspects related to onboarding effectiveness, managerial support, team integration, and alignment with expectations, SAS will help us pinpoint areas of strength and identify opportunities for improvement. It’s a tool to foster dialogue, drive positive change, and reinforce that supporting our talent is a collective, ongoing commitment.
Ultimately, fulfilling our role as Guardians of Talent means not only attracting the right people but also ensuring the “village” is prepared and accountable for helping them succeed. Through shared accountability and frameworks like SAS, we commit to continuously improving our support systems, ensuring every individual has the environment they need to flourish and contribute meaningfully to our shared mission.
