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Being prepared to view negative feedback as a "golden ticket" for improvement has helped a global talent acquisition team transform its function in just six months.

When global talent acquisition manager Reegan Kerkin joined mining giant OceanaGold Corporation, she inherited five countries each "doing their own thing", and seven different workflows.

It was like being dropped in the middle of a dark forest where she was "surrounded by untrusting eyes", she told talent professionals at the recent Talentpalooza conference.

Hiring managers were disengaged, and TA professionals were burnt out, Kerkin says. There was no onboarding process, no EVP or employer branding, and no real talent strategy. There was also an unwieldy number of communication templates and suppliers, and filling a role took, on average, 107 days...