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Recruitment Effectiveness Review and Recommendations
A comprehensive audit of current practice and recommendations made under the following headings:
- Recruitment Expertise – is there dedicated resource/capability which has complete accountability for driving recruitment outcomes? Where in the business is recruitment expertise and is it being utilised effectively?
- Strategy – is there a formally defined recruitment strategy in place which is linked to the overall goals of the organisation and sector (e.g. turnover, diversity, skills shortages, ageing workforce). Does everyone know about it? What is the current staff turnover rate and what do you want it to be?
- Market Analysis – what factors impact the recruitment function (e.g. state of the employment market, workforce diversity trends, competitor analysis etc.)? How does this influence company growth plans?
- Technology – does technology play a positive role in improving recruitment outcomes? Is it mobile enabled?
- Employer branding – is there a defined, consistent employer brand being presented to the market place? Are opportunities being promoted and is there a strong Employer Value Proposition? What is the reputation like (e.g. Glassdoor reviews)?
- Sourcing & Attraction – are there multi-layered online and offline sourcing and attraction strategies in place to meet the needs of the organisation? Are partnership opportunities realised (e.g. Job Centre Plus)? Are localised initiatives in place alongside regional opportunities?
- Process Management – is there a clear and consistent process for each job type which is understood across the organisation? Is candidate experience put at the heart of the recruitment process? What does the current face-to-face interview look and feel like?
- Assessment & Selection – are there consistent, clear and measurable assessment and selection tools and methods in place which result in higher quality hires? Are they validated and proven as successful indicators?
- Pre-Employment – are pre-employment processes consistent, compliant and completed quickly? Are they supported by a strong communication channel?
- Onboarding & Retention – are drop-outs between offer and start minimised by best practice candidate engagement? Is retention measured? What is the optimum length of service the business by role type? What are staff saying about The Guinness Partnership (starters and leavers)?
- Recruitment Metrics & MI – Are you measuring recruitment MI e.g. reasons for recruitment? What is it telling you and how are you translating this into practice? Is there a platform for continuous improvement?
The comprehensive review and recommendations will inform this stage of the project. It is likely that we will identify a need to develop the below as required:
- Recruitment policy and guidance – strategy in accordance to different role types as we recognise that one size does not fit all when it comes to approach;
- Advert copy – creation of a suite of adverts for your companies’ core job families
- Assessment tools & techniques – creation of a suite of assessment/interview questions, positive and negative indicators, and scoring guidance for use by interviewers to support evidence based recruitment decisions. Creation of suitable exercises that can be used for candidate assessment (e.g. values based test/SJTs as deemed appropriate from the findings);
- Candidate Management guidance – information guides to support best practice in managing the candidate journey (e.g. how to engage with candidates, alleviate non-interview attendance, and provide feedback);
- Interview skills training programme – design of an interview skills training programme for hiring managers, and material for internal recruiters to ensure consistency;
- Surveys – a suite of surveys that can be used to obtain feedback from candidates and hiring managers alike, during and beyond the project;
- Recommended SLAs – creation of recommended SLAs that can be used to measure recruitment performance that can be applied to any recruitment model.