With attracting critical skills being one of the biggest challenges organisations face today, an effective talent acquisition strategy centred around long-term goals is crucial. Leveraging recruitment metrics that enable improvements, support fair and objective decision-making, delivers positive candidate experiences and optimises overall recruitment effectiveness is key.
Knowing where to start or what is important for your organisation now and in the future is essential. There is no such thing as a one-size-fits-all approach to measuring recruitment effectiveness, and any areas requiring improvement can’t all be fixed overnight.
In the first instance, organisations must gain a picture of the effectiveness of their current approach, so that they can begin identifying the priority areas where progress needs to be made.
Accessing insights
Through a combination of research, consultancy and best practice know-how, along with our partnership with the CIPD to develop the annual Resourcing and Talent Planning Survey, Omni has created the Resourcing Effectiveness Assessment (REA).
The REA helps organisations gain valuable insights into where they are now and identify the necessary action required to attract and retain the talent they need now and in the future. The ultimate aim is to drive the improvements that ensure a resourcing practice is directly aligned to organisational success.
How it works
From our two decades of experience developing inclusive resourcing strategies, we know that organisations want visibility of their hiring processes but often lack the insights and resources to achieve this.
The REA methodology was designed with this in mind and supports organisations in three ways:
Audit. We review all current resourcing activities through a combination of desktop research, employee and senior leader focus groups, and hiring manager / new hire / candidate surveys.
Assess. Once we have gathered the results, we benchmark them against best in class standards and direct competitors in the same sector.
Action. Finally organisations are provided with a detailed summary of the REA along with a bespoke roadmap that contains specific actions to be taken over a 12-24 month period to change how they resource for the better.
The REA benchmarks each organisation’s resourcing maturity level before measuring them across the following four key categories, with 16 essential elements in total:
1. Process (includes: Demand Planning, Attraction, Assessment, Onboarding)
- How do you attract talent?
- Do you have a strategic workforce plan in place? What does it look like?
- How do you assess and select candidates?
- What is your onboarding process?
2. People (includes Brand, Capability, Experience, Retention
- Where is your employer brand now? What is the perception of you as an employer?
- What resourcing capabilities do you have?
- What hiring experience does your team have?
- What are the retention levels for roles at all levels of the organisation?
3. Technology (includes Tech stack, MI, Compliance, Supplier Management)
- What technology systems do you utilise?
- What processes are in place to convert data into real Management Information (MI)?
- How compliant are your processes?
- How do you currently manage your suppliers?
4. EDI (includes Job Design, Attraction, Selection, MI)
- Is your recruitment strategy fair by design?
- How inclusive are your attraction methods?
- Is your selection process fair?
- What measures do you take to ensure inclusion throughout the hiring process?
Maximising recruitment effectiveness and remaining committed to continuous improvement in today’s market, will result in robust strategies that deliver quality hires and help to contribute to the wider growth and success of the organisation.
To learn more about how Omni’s REA can support your organisation, get in touch with one of our consultants today. Alternatively, complete our mini REA to receive a free report that identifies your strengths and top line areas for development. Click here to start yours now.
