Traditional recruitment is reactive to the business and a need. This type of recruitment is focused on the quantity of the applicants and the objective is to spread the net wide by posting multiple job adverts (online, offline, where ever!) and engaging contingent recruitment services. The model is focused on the vacancy and is typically very costly. Some internal recruitment teams operate at this level, adding no value to the organization. This level of recruitment is focused on what we call “active” candidates. Active candidates make up 10-15% of the candidate market.
Developing talent acquisition has seen a progression in 2 main pillars. Namely, 1) in the sourcing activity focused on passive talent. The organization has invested in developing the technical skills internally to source and build relevant talent pools and, 2) in employer branding by understanding what your employee value proposition (EVP) is. Your EVP allows you to target your recruitment messaging to authentically entice the right talent and people. A critical step in employer branding. Job advertising is more focused on niche jobs and social networks. It is important to realize that at a developing level, traditional practices may still be active. This is still a high labour intensive level and costly but a transformational shift has taken steps in the right direction. Don’t slash recruitment budget, invest more to continue this momentum. A heavy focus is required to develop the operating model, business processes, structure and metrics to accelerate you to the next level of talent acquisition maturity.
The foundational level of talent acquisition is exactly what it is. It is the foundation for you to accelerate talent acquisition at your organization to a level that focuses on an integrated talent acquisition strategy. You have implemented a model and business processes that should achieve a return on talent acquisition investment. Proactive talent sourcing is building and engaging a talent pipeline for open and future requisitions. Job advertising is targeted and the messaging is designed to attract the type of skills and people that will fit your requirements and culture. The organization has defined and approved an employer brand strategy to be implemented that will ultimately constantly support recruitment efforts; improving time to fill and quality of hire metrics. Your candidate experience is active based on the type of persona (talent) that you are seeking and all of your talent acquisition activity is measured and managed through established metrics and benchmarks. This level is driving a strategic talent acquisition approach, streamlining efficiencies in process and lowering recruitment costs that is focused entirely on the quality of your hire, rather than the number of applicants. Your culp is becoming more proactive and strategic.
The strategic level is a fully functioning talent acquisition model that incorporates an integrated marketing and recruitment strategy. At this level, you have a seat at the boardroom table and you are providing critical insights about the organization’s ability to hire talent. The relationship between the business and talent acquisition is inclusive and cohesive. Employer branding is constantly attracting talent that fits the culture of your business, your job advertising is acutely targeted and attracting the right skills, your sourcing activity is proactive, strategic and targeted and you are building relationships with quality talent for your pipeline. Your metrics provide insights that enable you to make informed decisions to improve or change talent acquisition performance. You have enabled the talent acquisition team with the right system and tools to do their job efficiently and effectively and your candidate relationship management is driving a superior candidate experience that is influencing your talent brand internally and externally. You are in complete control of how you choose to engage candidates and how you want to be perceived in the market as an employer of choice. Internal business relationships are significantly improved between functional departments and recruitment/hr.
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