Talent Acquisition Strategy Development

Assess Current State

How much hiring is related to turnover?
How much turnover is regrettable vs. positive?

Amount of hiring demand based on growth?

What is the occupational and geographic breakdown?

What is average amount of hires? (monthly, quarterly, annual)

What is the hiring authority utilization breakdown?

Evaluate Resources

Who is supporting the recruitment process?

What are the individual roles and deliverables?

Evaluate workloads by role

What tools are available?

What is the rate of utilization of available tools?

Map the Process

How many days between key steps?

Map to individual roles and deliverables

Identify and address bottlenecks

Evaluate Results

Average time-to-fill?

Interview-to-offer ratio?

Health of the funnel? (Quality, quantity)

Offer acceptance rate?

Candidate and hiring manager satisfaction rates?

Quality of hire by source?

Cost per hire?

Define High Level Objectives

Reduce Cost

Increase Quantity

What is the ROI of sourcing activities and tools?

Increase Quality

Reduce Time

Measure new hire performance

Cert-to-interview ratio

Define acceptable tenure and measure

Cert-to-hire ratio

Interview selection ratio

Percentage of positions filled

Applicant-to-hire ratio

Improve flexibility

Improve candidate flow

Reduce inefficiency

Close the feedback loop

Travel budget

Three Rs

Advertising costs