Recruitment Audit

 ”Tools developed and tested in some of the worlds best companies”

Businesses need to asses their Ways of Work to ascertain how they are performing. The Recruitment Audit is best done by professionals that have an independent outlook and an ability to give you a variety of solutions based on your real needs. The auditor must be a credible solutions implementer.

Audits are for customers and all data is owned and stored on the customer site. 
The Recruitment Core Audit

Appropriateness of the attraction to the Target Group.
Start with the key customer group the candidate. These are the people that experience most of the service. These are the people that judge whether the service is successful in the longer term. Delivering the right calibre candidate will determine the internal measures of the recruitment teams success.

Targeting candidate groups – Are we targeting the right people? - Assessed through media placement and Recruiter (/line manager) Interview
Targeting passive candidates – Are we targeting all potential candidates? - Assessed through Recruiter Interview
Prioritising hires – Are we focused on business priorities? - Assessed through Recruiter and Sr. Manager Interview
– Are we sending candidates the right message? - Assessed through the job descriptions and website and the Recruiter Interviews

Marketing techniques in recruitment

Position in relation to the Competition 
The next stage of recruitment when viewed from the perspective of the Candidateis choice of competitive roles. Candidates like customers have consideration sets of companies that
form the eventual final list they consider. We need to analyse your real competitors for Talent.  We need to take a view on how well you are messaging candidates to get into their
consideration set. Finally we need to consider techniques to give you the opportunity to be  the only company in their consideration set.

Competitor Knowledge – Whom are we competing with for Talent? - Assessed through Recruiter and Line Manager Interviews
Candidates View of competition - What do candidates think of us and why? - Potential Candidate Interviews
Recruitment Branding – What does our recruitment brand stand for? - Assessed through websites and job descriptions
Organisation Recruitment Core Audit

Efficiency and Process Design
The next element of recruitment that the candidate is exposed too is the process and it is here more than anywhere else that the company can control the journey the candidate has to new hire. It is here also that the focus of what it is recruitment do can get blurred and in come cases lost altogether.

Job Descriptions – How do we promote to candidates? - Assessed through analysis of the Job Descriptions
End to end design and ownership – How do we treat candidates? - Recruiter Interview ( Process Map analysis )
Quick measures of efficiencies – How efficient is Recruitment? - Time to acquire – Time to Hire – Time to on board

Assessment of Change Drivers

Assessment of whom the process serves - What needs to change for the process to be more Talent centric?
Assessment of the Accountability’s in Recruitment - Is the ownership set out properly?
Time Sinks - Where are the wasteful elements and why are they still in place?
Assessment of the Behaviours in Recruitment - How is recruitment viewed as a service provider by the business?
Recruitment Team - What are the strengths and improvement needs of the team?

Team

  • Team Capacity
  • Prioritisation of work
  • Sourcing capabilities
  • Knowledge of sourcing techniques
  • Knowledge of alternate sourcing channels
  • Ability to develop Talent Pools Required for the Audit
  • Ability to drive change with the Line Managers

To execute this assessment we would need Time -  usually with the HR manager the recruitment team and line managers if appropriate.
The Outputs!

Model Options- Model description of where your business is now in relation to hiring in your target group and an assessment of alternative models if necessary.
Process Improvements - Items in the end to end process that could give you more of an advantage in the battle for Talent and how to implement them in the current process.
Recruitment Branding – Observations on where you recruitment brand could be improved going forward with focus on tighter targeting of core skills.
Recruitment Team – Detailed observation of the team the skill levels, development gaps and the Ways of Work that may need to be augmented to achieve better results.
 

What are the benefits for your business?
Increased efficiency in finding Talent.Knowledge to start the journey to controlling the Talent Market. Highlighting the blockages in the process. Exposure to new sourcing channels for Talent. Exposure to new recruitment tools that can be used to leverage change in the business.