Talent Acquisition Tips & Takes with Andrew Lewis

Being open to change and ready to constantly learn are two great pieces of advice that apply broadly in life. It’s no surprise then that even the most established hiring and talent professionals circle back to these mantras as talent acquisition tips when trying to stay ahead of the curve in a rapidly changing HR and workplace environment.

We recently had a chance to chat with Andrew Lewis, a seasoned TA expert who shared his approach to recruitment which combines curiosity, strategy, and innovation. Andrew has spent nearly a decade honing his craft in both agency and in-house recruitment and is currently leading talent acquisition at Worldly, a sustainability tech company. He discusses insights on balancing data with instinct, prioritizing DE&I, leveraging technology, and navigating the complexities of hiring in today’s job market. Read on to see how he is working to build a future-ready workforce.

Can you tell us about your career and background?

I have been in recruitment and talent acquisition for the past 9 years.  My experience has been a mix of both hard-nosed agency work and strategic in-house roles.  I am currently the Head of Talent Acquisition at Worldly, a Sustainability Tech company, and the founder of the Talent Operator Newsletter.  I’m an Arizona native and rooted here with my wife, daughter (another one on the way), and two corgis.

What skills do you think have been critical to your success?

I would attribute much of my success in recruitment to endless curiosity, high EQ, being coachable, and maintaining a learner’s mindset.

How do you keep your skillset competitive?

I study top performers in many different industries, not just HR or TA.  Because recruitment encompasses so many different skill sets, it’s important to always be sharpening those tools.  Learn from top marketers, salespeople, and finance professionals…there is always something that can be applied to the work you do as a recruiter.

How do you balance the strategic and day-to-day tasks in HR?

The truth is, it’s an ever-evolving process.  Time blocking and priority mapping are essential.  If you can’t learn how to set and stick to a strict schedule, you will never be able to get ahead and work proactively.

How do you keep up with the evolving HR landscape?

Being active and engaged on LinkedIn can be a cheat code for HR and TA professionals.  Ensure you are following the right people and curating your network well.  There are also so many free resources like newsletters, podcasts, and communities that are incredibly helpful.  The bottom line is you must be always looking for new ways to learn.

How do you balance data-based decisions with your instinct as an HR professional?

Data drives strategy and process-building, and instinct plays a big role in relationship-building.  I’m not a huge fan of “gut decisions” when it comes to hiring because our gut is often filled with unconscious bias and misguided assumptions.  With that said, recruitment is a people-first profession and we never want to remove the human element from the hiring process.

What’s the biggest challenge you’re currently tackling in hiring and talent management?

Bandwidth is the biggest challenge to be solved in my world.  As a small team with limited resources, my goal is to optimize efficiency, automate more menial tasks, and leverage AI and technology to remove as many bottlenecks as possible.

What trends do you think we’ll see in the upcoming year? Which are you most excited about?

I believe TA and recruiting roles are starting to make a comeback, which is always great.  I’m excited to see further maturation in the AI recruitment space and observe which companies are players or fakers.  I’m also excited to keep an eye on how companies adjust their TA strategy as we head out of this recession.

How do you balance and prioritize DE&I in your talent management and hiring processes?

We prioritize DE&I in our hiring process by following equitable and consistent interview processes, ensuring that referrals are evaluated the same as other candidates, and utilizing gender-neutral language in your job adverts.  We also partner with diverse organizations, job boards, and communities to broaden our talent pipelines and provide opportunities to more people.

What technology are you most excited about for HR and why?

I’m excited to see how modern ATS platforms continue to integrate AI to help minimize bottlenecks in the hiring process.  I’m also excited to see how AI-enablement tools like BrightHire continue to develop and shape the TA Tech landscape.

How are you building a future-ready workforce?

By leaning into a remote-first work culture, adopting new and relevant technologies, hiring diverse talent, providing industry-leading benefits, and leveraging talent from all across the globe.

What’s one piece of advice that you’ve received in your career that everyone should know?

No one in recruitment ever has it all figured out; we are all just figuring things out and putting the pieces together as we go.  Never stop learning…you don’t know what you don’t know.

If you’d like to hear more from Andrew, you can check out his newsletter, Talent Operator. For more talent acquisition and recruiting tips from leading HR experts, click here.