Increase the Efficiency of the Talent Acquisition Process
Efficiency is the foundation of an effective talent acquisition process that meets the needs of key players.
- It is a candidates’ market – organizations must compete for talent, and if the process is not efficient candidates will go elsewhere.
- The cost per hire has remained high over the past few years. This means it is more important than ever that organizations get the right talent in the door the first time around, as hiring the wrong candidate will result in unnecessary costs.
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Our Advice
Critical Insight
- Talent acquisition brings value to the organization by identifying qualified people, at the appropriate time, to successfully fill required roles. Operating within a highly efficient process is a must-have for TA to be effective in delivering these key outcomes.
Impact and Result
- Create an efficient process to decrease the time Talent Acquisition (TA) spends on hiring and focus on hiring strategically.
- Enable TASs to hire strategically by clearly outlining a consistent process for all key players involved. This consistency will also translate to a more positive experience for candidates.
Workshop: Increase the Efficiency of the Talent Acquisition Process
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Map out the current TA process
The Purpose
- Map out the current TA process.
- Identify areas of opportunity for improvement.
Key Benefits Achieved
- Current state analysis.
- Areas for improvement.
Activities
Outputs
Review key players’ feedback.
Identify TA process metrics.
Map out the current process.
- Map of current TA process.
Identify gaps in the current process.
- Gaps in current process identified.
Prioritize gaps.
- Stages of the TA process prioritized according to importance.
Module 2: Select TA solutions
The Purpose
- Find potential solutions for each stage of the TA process.
Key Benefits Achieved
- Potential solutions to optimize the TA process.
Activities
Outputs
Identify solutions to address gaps by stage. The order in which you do the following is dependent on your prioritized areas of concern: requisition, sourcing, screening, interviewing, background check, offer.
- Solutions for each stage or priority stages of the recruitment process identified.
Module 3: Optimize the TA process
The Purpose
- Assess the feasibility of potential solutions and the effect they could have.
Key Benefits Achieved
- Selected solutions for implementation.
Activities
Outputs
Conduct an impact/effort analysis on selected solutions.
- Completed impact/effort analysis.
Conduct a risk assessment and select solutions.
- Completed risk assessment.
Outline action plan.
- Selected solutions and action plan ready for implementation.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Map out the current TA process
- Call 1: Discuss key players in TA and evaluate key metrics to measure.
- Call 2: Review the process to map out key TA stages.
- Call 3: Evaluate the current TA process and identify opportunities for improvement.
Guided Implementation 2: Select TA solutions
- Call 1: Review solutions to address gaps in the TA process.
- Call 2: Discuss where outsourcing, if appropriate, may apply.
Guided Implementation 3: Devise a plan to optimize the TA process
- Call 1: Evaluate the impact and effort of key selected solutions and discuss the potential impact on quality of hire and candidate experience.
- Call 2: Discuss an implementation plan and tactics to integrate and sustain the process change.
Contributors
- Kim Benedict, Co-founder & CEO, TalentMinded Inc.
- Jim D’Amico, Global Talent Acquisition Leader, Celanese
- Harry Ensley, Principal, People Strategist
- Sarah Grimes, Group Leader – Recruitment and Administration, Honda of Canada Mfg.
- Tom Kotsopoulos, Talent Acquisition Manager, IKO Industries
- Chris Leeham, Vice President, Global Talent Acquisition, McCain Foods
- Ilia Maor, Practice Lead, Research & Advisory, Info-Tech Research Group
- Mary Megali, Head of Talent Acquisition & Professor at the University of Toronto, Loblaws
- Meryl Rosenthal, Founder & President, HirePower Inc.
- Donna St. Hilaire, HR Solutions
- David Uez, Senior Human Resources Leader & Instructor, ADU Consulting
- Sarah Wilson, Chief People Officer, SmartRecruiters
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