Why should you still take a look at your approach to Talent Acquisition…
As part of our recruitment advisory services, we work to review talent acquisition functions, defining talent objectives and working with clients to create a roadmap for reaching those objectives.
We find businesses traditionally stop focus and energy on their Talent Acquisition functions when the economists signal some upcoming tough times.
Here at Kindred, we advise our clients to use any down time to undertake a review of their Talent Acquisition and Recruitment Functions. Even with a sluggish economy there are always critical skills that need to be secured, talent pipelines to be built and employer brands to be protected.
There are so many things you could be doing in the recruitment space it can get overwhelming – Should you be investing in tech or utilising AI? Outsourcing? Implementing process improvement? Prioritising Brand and EVP strategies? A review and roadmap, provides a clear picture of your current state and the activities that need to be prioritised in order to have the most impact reaching your desired future state.
You may have specific talent goals and need a targeted strategy to achieve these goals i.e., increasing representation of Māori and Pasifika candidates, or the proportion of women in leadership roles, want to understand how your talent acquisition function stacks up against other organisations, or have a limited budget and want to understand the activities to prioritise that will have the biggest impact.
Using our Talent Acquisition Maturity Model, we provide an external perspective on how your talent acquisition function stacks up against other organisations, and provide clarity on the activities that should be prioritised to increase functioning to a more strategic level.
Our Talent Acquisition Maturity Model covers five core areas:
Attraction: Engaging potential hires by leveraging your employer brand and its presence. These strategies largely focus on active job seekers and rely on candidates having the motivation to investigate opportunities at your organisation.
Sourcing: Around 70% of the workforce is made up of passive talent who aren’t actively job searching therefore proactive sourcing strategies that seek out and connect with candidates, including passive candidates who have not applied for a role and may not even be actively looking for a new opportunity is essential in today’s talent market.
Selection: Understanding the processes in place to define selection criteria and ensuring the best candidates are selected in. Focusing selection on underlying competence, potential and motivational alignment is a better predictor of long-term success than a heavy focus on past experience and technical skills. Revising selection practices also includes the use of psychometric assessments. Too often we see organisations using outdated assessment practices or tools, which are not an accurate predictor of job performance.
Talent Pipeline: Understanding what talent you are going to need in the future to execute strategy, putting long-term plans in place to build the pipeline of talent to meet diversity goals. This may include development programmes targeting specific groups, or early career programmes such as cadetships, internships and graduate programmes. These are the proactive methods to meet future talent needs and ensure your organisation has the talent needed to execute on its strategy now and for the future.
Ecosystem: The tools, processes, training, systems, and policies in place to support required talent acquisition outcomes. Many of these initiatives are foundational and without these building blocks, investment in the sourcing strategy may be in vain.
It’s important to look for ways to refine your talent acquisition process. Having a clear roadmap of the activities which need to be invested in to enhance your talent acquisition function will ensure you have the talent you need today and in the future.
To learn more about how your business could benefit from a talent acquisition review and roadmap, get in touch with us.