How to Audit Your Talent Acquisition Strategy

January 30th, 2015

Talent acquisition and retention should be among your top business imperatives. How can you ensure that you have the best possible strategy?

The solution lies in periodically auditing your systems, technologies and human capital. Then you can optimize the tactics that drive the most improvement and add the most value. Your TA audit should encompass:

  • Business strategy and talent acquisition implications;
  • Processes and tools;
  • Stakeholder experiences;
  • Your recruitment budget; and
  • Metrics and reporting.

The Value of a Skills Assessment

One of the primary reasons to conduct TA audits is to assess the skills of each HR team member. This starts with conducting formal job analyses for each key role.

  • Define roles and responsibilities. Garner input from senior leadership to determine what HR support will have the most impact on business success. Then compare these requirements to the competencies of your incumbents.
  • Conduct observations through a variety of simulated hiring challenges. Use the resulting data to identify each individual’s strengths and needs, as well as emerging leaders and peer mentors. Offer constructive feedback, along with personalized development, coaching and training plans. Provide overall results to your C-suite team to justify areas in need of additional resources and investment.

Evaluate Ongoing Processes

Oversee the evaluation and implementation of ongoing improvements including those that apply to your processes, technology, vendors, budgets and hiring data. These may include:

  • ALS implementation;
  • Selection of new background check and other recruitment partner assistance; and
  • Clarified roles and responsibilities of team members.

Research and objectively optimize your plans and data relevant to recent human capital changes. Your goal is to develop an actionable, business-based strategy.

Improve Hiring Outcomes

A successful TA audit results in processes and practices that are reliable, valid and cost effective. It allows your organization to place the right people in the right roles at the right time. New hires are a natural organizational fit and quickly succeed in their positions. Attrition improves.

  • Prioritize audit targets. Which employee segments do you need to emphasize? Identify business-critical hiring needs and TA pain points. Create a matrix to identify these segments, considering both current and future needs.
  • Audit your employer brand. Evaluate your current branding process to identify its strengths, weaknesses, and opportunities on which to capitalize. Define related metrics and desired outcomes. Do the same for your candidate sourcing, screening, assessment and onboarding processes.
  • As a result of your audit, build an optimized TA strategy. Launch a plan, set a timeline, and define key action items and tactics. Assign responsibility for various plan components.

A successful TA audit is a multi-step process. It’s an investment that, when done right, can take your organization to new levels of growth and success – a critical consideration in today’s competitive talent marketplace. To learn more or to partner with a recruitment firm that knows your business and can guide you through your next audit, contact the business development experts at Select Group, Inc., today.

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