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Can anyone help me understand this better?

Had to do it! Oldie but it sums it up🤣

Additional Posts in Recruiting Operations
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People Ops roles are pretty popular because of familiarity between Recruiting and HR Ops.
If you are looking to add skills though:
- Learn SQL, Python, and R to be better at data
- Learn a coding language like JavaScript, Go to do tool implementations and integrations
- Learn more strategic skills to be a better thought and execution partner to leadership
TA Ops can mean so many things from onboarding, coordination, TA Tech, etc. what all are you doing? Do you like technology?
TA Ops can combine an operations and almost program manager scope. I'm responsible for documenting and even coming up with our Best Practice and processes, ensuring the recruiting team is enabled, partnering with other parts of the business (like People / HR Ops) where TA processes touch other processes.
Then there's a whole technical side which is being the bridge between the users and the very technical systems team who look after integrations and configurations. You need to be able to translate back and forth between the two.
Understanding the KPIs and your data and being able to produce reports is an important skill. In a small company that might mean just being able to use excel to create pivot tables and graphs (that's where I started), to later being able to leverage another tool and raw data from your ATS via the API to create eloborate dashboards and come up with creative ways to use data to create efficiency.
You need some change management skills, the curiosity to investigate issues and find creative solutions and a lot of patience when you've explained to a recruiter for the fifth time why it's so important they do that one step in the ATS so that it doesn't mess up your data!