Does Your TA Process Need a Checkup?
We go to doctors for check-ups.
We go to mechanics for tune-ups.
And if your talent acquisition process feels a bit clunky, perhaps it’s time to take that to an expert too.
Here are 8 signs that you may need a talent acquisition audit:
Hiring manager satisfaction is low or hiring managers are cutting your recruiters out of the process and sourcing, interviewing, and hiring without your input.
Your recruiting processes are not aligned with your business needs and your team does not have a clear understanding of best practices.
You are beginning to suspect that your ATS and other recruiting technology are not right for your business requirements.
The cost of search fees or the outsourcing of your recruiting process seems exorbitant.
You suspect that you do not have the right people with the right behavioral competencies on board, and people seem to be focused on the wrong activities.
Employee turnover rate is high.
Recruiters are consistently falling short on meeting established key performance indicators or metrics.
You recruit from scratch on key positions rather than having established talent pipelines for mission critical roles.
But wait… what would you get out of an audit?
Competitive intelligence and raw data
Customized report with all collected data/research
Actionable strategies to become best in class
Priority roadmap with recommendations
List of potential project improvements
Full team debrief (in person or by conference)
JLW-TA 360 can provide your firm with an expert and comprehensive review of your organization’s recruiting function.
Do you worry that there is a growing gap between your current reality and best practice? Do you wonder if you are achieving the best value and ROI for your investments? Does it seem like your competition is doing everything better than you are? If the answer is yes to any of these questions, you should talk to us about our talent acquisition audit.
What can you expect during the process?
The first step is simple. We’ll scope out exactly what we’ll assess during our time together. We’ll also set up a Shared Google Drive folder to give us a place to collaborate and share everything.
Next, we’ll do a comprehensive review of your existing talent acquisition and recruitment practices, processes, and programs starting with your talent strategy and employer brand components, working our way around the entire talent acquisition function.
In parallel, we’ll also be conducting a detailed review of all related documentation, technologies, and tools.
We might want to hold on-site interviews with members of your firm’s HR / Recruiting staff, a select representative group of your hiring managers, and a few recent hires.
Then, we’ll prepare a detailed Talent Acquisition Audit Report and review it with your team to discuss critical gaps in best practices, effectiveness, and efficiency.
Our report will include numerous recommendations to improve your firm’s Talent Acquisition strategy, overall program, and technology configuration – and can be tailored to include detailed a roadmap with prioritization of potential actions and sequencing of future events.
JLW-TA 360 can provide insights across any of the following:
Strategy/Plan Review
Employer Brand
Core EVP Messaging
Candidate Experience
Company Culture
Fit/Skill Criteria
Competitive Practices
Recruitment Marketing
Content Strategies
Social Recruiting
Social Media Strategies
Sourcing Strategies
Recruiting Strategies
Recruitment Program
Career Site Analysis
Recruitment Process
Assessment Process
Pre-hire Testing
Hiring Process
Selection Process
Onboarding Process
Candidate Marketing
ATS/CRM Tech/Tools
Glassdoor/LinkedIn
Other Related Tech
Referral Process
Online Reviews
AI/Psychometric