Elevate Your Hiring Strategy with a Talent Acquisition Assessment

Oct 22nd, 2024 | Hire Wire

Having a thorough yet efficient recruitment process can often mean the difference between attracting the best possible talent to an organization and one that leaves candidates frustrated and the openings left vacant.  Additionally, it is becoming harder to find talent with September’s unemployment rate falling to 4.1%1 - the Federal Reserve considers anything under 5% as an over-employed economy – and this rate has been hovering around these historic lows for several years.   

Whether you are a small business or a large corporation, how you attract, identify, evaluate, and hire talent is crucial to sustaining and growing an organization.  Doing so in a challenging recruiting environment makes it even more crucial to have a process in place that makes you stand out from your competitors.  A strong recruitment process also decreases turnover by ensuring that the right candidate is hired in the first place.  Turnover costs an estimated one-half to two times an employee’s salary – the cost savings are real! 

How can both human resources and business leaders ensure that their recruiting process is “Best in Class”?  The answer lies in taking an objective peek under the hood of your recruiting process in The O’Connor Group’s Talent Acquisition Assessment.   

What is involved in a Talent Acquisition Assessment?   

1. Interview the current Talent Acquisition Team – what is going well?  What can be changed? 
2. Interview several stakeholders or hiring managers across the organization.  Where is the team succeeding?  What are some opportunities for improvement?   
3. Review the current processes of the Talent Acquisition Team and make the appropriate recommendations with an eye toward a quick yet thorough vetting process.   
4. Review the organization’s Applicant Tracking System and other recruiting-specific positions. 
5. Review the candidate sourcing or identification process and implement best practices to create a robust recruitment strategy. 
6. Review metrics/KPIs such as time-to-fill, popular candidate sources, ROI on recruiting costs, offer acceptance rates, and candidate satisfaction scores. 
7. Consider an organization’s employer value proposition and overall employer branding initiatives. 
8. Deliver final recommendations to the leadership team and implement the recommended changes.   

Of course, there is no “one size fits all” approach to any human resources-related assessment, and any of the above steps can be expanded or eliminated based on an organization’s unique situation and the makeup of its teams.  At The O’Connor Group, our team of Talent Acquisition experts can help create a customized, efficient, and candidate-friendly recruitment process that will fuel your organization for continued growth.