Perform a Holistic Talent Acquisition Process Audit to Improve Hiring Outcomes
You can’t solve your talent acquisition problems with a piecemeal approach.
Talent Acquisition (TA) can be a huge challenge for organizations and the TA team.
- Bad hires cost time and money, and are a headache to deal with.
- Attracting and identifying good talent is a challenge.
- Pinpointing the cause of weaknesses in the TA process is difficult.
Many organizations know they have pain points but don’t know where to start to fix them. The process audit will prioritize your top three weakest talent acquisition areas and direct you to McLean & Company resources to help you complete your optimization projects.
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- Get advice, coaching, and insight at key project milestones
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Our Advice
Critical Insight
- Poor talent acquisition outcomes are an acute issue for many organizations. Hiring the wrong candidates is an expensive mistake, costing an organization up to 2 times an employee’s annual salary, in addition to indirect costs such as lowered employee morale and customer satisfaction (Source: Retention of Key Talent and the Role of Rewards, WorldatWork).
- Create a talent acquisition process that is agile and flexible.
- Gather regular feedback and conduct frequent audits of the TA process (branding, sourcing, assessment, and internal talent mobility) to ensure that you are attracting and retaining the best candidates to meet the goals of the job at hand.
Impact and Result
- Identify the employee segment that is most difficult to recruit and hire. Each employee segment will have a slightly different process and it is necessary to perform an individual audit for each to determine key weaknesses in the process.
- Audit the current TA processes for the identified employee segment to identify strengths, weaknesses, and opportunities in employer branding, sourcing, assessment, and internal talent mobility.
- Gain perspective and insights through a comprehensive audit by gathering feedback from the key stakeholder groups in the TA process. This will allow for comparison of performance across multiple touch points, identification of breaking points, identification of where time and money are being wasted, and gathering of recommendations for improvement.
- Prioritize all components of the TA process to identify which are top priority for optimization.
- Leverage related McLean & Company research and resources to implement prioritized projects.
Workshop: Perform a Holistic Talent Acquisition Process Audit to Improve Hiring Outcomes
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: Auditing the Talent Acquisition Process
The Purpose
- Identify and prioritize target employee segments.
- Begin to work through the McLean & Company Talent Acquisition Process Audit Tool.
Key Benefits Achieved
- Understanding of risks associated with not evaluating process.
- Understanding of need to evaluate by employee segment.
- Gain working knowledge of the process audit tool.
Activities
Outputs
Make the case for auditing the talent acquisition process.
Complete the HR Management & Governance Diagnostic to gather the HR team’s perceptions of the TA function.
Identify and prioritize employee segments for the Talent Acquisition Audit.
- Defined employee segments to focus on for the purpose of the Talent Acquisition Audit.
Customize Feedback Templates and gather stakeholder opinions.
Audit your employer branding practices to ensure your brand resonates with your TA process.
- Audit of the employer brand and sourcing areas within the talent acquisition function.
Audit your sourcing methods and practices to ensure needs are met.
Module 2: Prioritize and Map Out Optimization Projects
The Purpose
- Build a talent acquisition optimization action plan.
Key Benefits Achieved
- An evidence-informed plan to increase the effectiveness of the talent acquisition processes.
Activities
Outputs
Map out the process of each component of Assessment & Selection and Internal Talent Mobility practices to identify challenges.
- Audit of the Assessment & Selection and Internal Talent Mobility areas within the talent acquisition function.
Evaluate overall TA audit results, pinpoint gaps, and prioritize actions to address the gaps based on McLean & Company’s recommendations.
Build an action plan to close any gaps. Generate solutions to challenges to completing the prioritized actions.
- An action plan for each priority area identified through the Talent Acquisition Audit.
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 6 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Identify the target employee segment
- Call 1: Discuss your workforce plan, which employee segments to audit, and how to collect feedback from key stakeholder groups.
- Call 2: Review final decision on the target employee segment with the greatest need for improvement.
Guided Implementation 2: Perform the talent acquisition audit
- Call 1: Discuss gaps and quick wins in each of the four components of the TA process.
- Call 2: Gain advice on how to work through exercises in McLean & Company’s Talent Acquisition Process Audit Tool and facilitate the work.
Guided Implementation 3: Evaluate results and build an action plan
- Call 1: Discuss the audit results, strengths, weaknesses, and areas for improvement.
- Call 2: Gain insights on how to run prioritized optimization projects.
Contributors
- Dr. John Sullivan, Professor of Management, speaker, author, consultant at San Francisco State University
- Kim Benedict, Independent Consultant, Strategic Talent Acquisition Advisor
- Sabrina Baker, Acacia HR Solutions
- Carmen Jeffery, Owner, i-identify
- Heather Coy-Robinson, HR Manager, CarProof
- Ashley McFarlane, Talent Acquisition Specialist
- Two additional Human Resources and Leadership Professionals contributed information to assist with the development of this blueprint. Due to the sensitivity of the information, these contributors requested confidentiality.
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