June 1, 2017 | Written by: Amy Osorio
Categorized: Talent Acquisition
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Andrew Bercich serves as a Solutions and Sales Executive with IBM Talent Acquisition Optimization supporting the Healthcare, Life Sciences and Government sectors. His diverse talent acquisition experience enables him to design optimal client solutions.
His passion is helping clients to identify the root cause of their challenges to creatively and cost effectively deploy solutions that enhance their business outcomes.
Learn how talent acquisition leaders like Andrew are solving recruitment challenges for healthcare organizations
Andrew, tell us about your background and experience in Talent Acquisition.
I am one of those rare breeds of individuals who has worked in just about every area of talent acquisition—as a recruiter, consultant, sales professional, and talent acquisition leader.
I started my career as a recruiter for a third-party recruiting agency. Shortly after, I transitioned to recruiting for my own executive search firm. I got into Recruitment Process Outsourcing (RPO) about 10 or 11 years ago as a consultant and then business developer.
Additionally, I’ve held talent acquisition leadership roles for both a Fortune 500 Financial Service Firm and a Fortune 100 Telecommunications firm.
What stands out the most from your experience as a talent acquisition leader?
I came in to a newer division of the Fortune 100 Telecommunications firm to help provide structure and develop consistent processes for talent acquisition and recruiting. The company was using dozens of search firms, which made the process overly complex, was damaging to its employer brand, and came at an extreme cost.
We implemented several tactics that helped streamline and improve not only the recruiting process, but our impact on the business. It was quite the transformation—we reduced time to fill by a third, cut new hire attrition almost in half, and new hire sales productivity improved more than 160 percent. Additionally, managers can now spend more time managing employees rather than bringing them on board.
So what brought you to IBM?
This is the type of company that aligns well with my passion and expertise. My role as a solutions executive isn’t just about filling roles—I get to build solutions that impact broader business outcomes. There is something extremely motivating to me about solving complex business problems and being able to see the impact it has with our customers.
How do you feel your past experiences helped you prepare for your role now?
I’ve gained a lot of perspective from having sat on both sides of the table. I’ve been a talent acquisition leader, so I understand at a very deep level the pressure a client experiences when things aren’t going right. The pressure that a customer may feel from their business is a different kind of pressure than we experience as a service provider.
What do you feel is an important area for talent acquisition leaders to focus on?
It continues to be about the candidate experience. There is such a scarcity of talent that you can’t take it for granted.
Additionally, there is a sizeable shift toward more holistic talent management. Those companies that are investing in their existing talent, are making it more difficult for other organizations to pull them away. I think we’ll find that it will become increasingly more difficult to recruit top talent, especially as the rate Millennials change jobs slows down.
At the same time, I think cognitive technology is dramatically going to increase the effectiveness of recruiters. They’ll be able to create much more targeted campaigns using the data and analysis collected by artificial intelligence.