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Talent Maturity Assessment

Talent management assessment and benchmarking that shows you what to fix and where to invest.

The award-winning Talent Maturity Assessment (TMA) is a practical and flexible evaluation of an organisation’s resourcing and talent management maturity. It’s designed to quickly identify strengths and areas for improvement, providing actionable recommendations to drive success. 

As talent challenges become more complex, many organisations lack a clear picture of their current effectiveness and where to focus improvement efforts. Omni’s TMA provides a structured baseline and prioritised roadmap to address these challenges, giving you foundations to make better talent decisions, strengthen workforce capability and secure the skills needed for future success.

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What is a Talent Management & Resourcing Evaluation?

A Talent Management & Resourcing Evaluation is a structured review of the policies, practices and capabilities that support an organisation’s talent management strategy. It examines the people, processes, technology, EDI, data and decision-making that underpin talent management, workforce planning and resourcing; benchmarking each against current best practice. The aim is to identify strengths, uncover improvement opportunities and provide clear recommendations that enhance an organisation’s ability to attract, develop, engage and retain talent; improving quality of hire, ROI and candidate experience.

Omni’s Talent Maturity Assessment is our branded talent management and resourcing evaluation methodology. It uses Omni’s four-level maturity index across four key areas (Strategy, People & Culture, Process, Tech & Data), underpinned by EDI, with twenty capability areas, supported by stakeholder research and benchmarked against insights from our CIPD partnership. The output is a detailed report, executive summary and prioritised roadmap delivered in five to fifteen consultant days.

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Our Talent Maturity Assessment approach

Omni’s Talent Strategy experts use the TMA to gather insights into your resourcing and talent management process and performance through research, data analysis, surveys, focus groups and leadership interviews. After benchmarking against Omni’s four-level maturity index and industry leading practice, actionable insights and a detailed roadmap allow you to make transformational change, fast.

Complete this short self-assessment to access your free sample resourcing effectiveness report. 

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How the TMA works in practice

The TMA runs in five stages over five to fifteen consultant days, scoped to your organisation’s size and complexity.

  • Stage 1 is mobilisation. We agree the scope, the project team on both sides and the timeline. This is where we lock in which parts of the resourcing and talent management processes and function are in scope and which stakeholder groups we’ll engage.
  • Stage 2 is research. Drawing primary data from your stakeholders through surveys, focus groups, data analysis and desktop research. The goal is to surface what’s actually happening across Omni’s twenty capability areas including strategic workforce planning, fair by-design, employer brand, leadership development, assessment and selection and more.
  • Stage 3 is assessment against our four-level maturity index across the four areas (Strategy, People & Culture, Process, Tech & Data). Underpinned by EDI across twenty capability areas, turn high-level scoring into a granular, defensible diagnosis.
  • Stage 4 is reporting, with a detailed analysis, executive summary and prioritised recommendations. The executive summary is built for board conversations. Recommendations are prioritised by impact and effort so you know what to do first.
  • Stage 5 is post-TMA support, where our experts stay close while you act on the findings. Some clients move into delivery engagements across RPO, training or attraction. Others take the roadmap and run it internally.

See the full methodology in the FAQ below for the detailed step-by-step process.

Award-winning Innovation

Our TMA benchmarking tool has won the prestigious Innovation of the Year Award at the 2024 European TIARA Talent Solutions Awards in London.

The TIARAs represent the pinnacle of excellence in the RPO/MSP sector, setting global standards for innovation and service delivery. Each submission undergoes rigorous evaluation by a panel of independent industry leaders, making this recognition particularly meaningful.

This achievement validates our commitment to pushing boundaries in talent solutions, and we’re honoured to have our proprietary technology acknowledged by the industry’s most respected voices.

“Omni have successfully improved DE&I outcomes, boosted hiring strategies, and achieved measurable results, such as a 44% reduction in time-to-hire and significant increases in diverse hiring. ”
TIARA Talent Solutions Awards judges

Who Omni's TMA is for

The TMA sits within Omni’s broader Talent Strategy consultancy and is a strategic purchase rather than an operational one. It’s usually triggered by a moment that demands evidence. Board pressure, a restructure, new leadership, a transformation programme, inability to attract or retain the talent needed. There are a variety of roles that typically lead the conversation, each looking at the same question from a different angle. Do your talent practices effectively support your organisational goals?

You’re an HR/P&C Director or Chief People Officer needing to evidence resourcing value

You own resourcing as a strategic concern, but the evidence base is thin. The board wants to know what TA is delivering, where investment is paying off and what the gaps are. You need a credible third-party baseline that turns opinion into data. The TMA gives you that, with a CIPD-aligned methodology you can stand behind.

You’re a Head of TA or Resourcing Lead looking for where to invest next

You know the function has weak points, but the priority order is unclear. Tech? Process? Capability? Brand? Without a structured benchmark you’re choosing investments on feel rather than evidence. The TMA shows you what’s working, what isn’t and which fixes will move the dial fastest.

You’re a CEO, COO or CFO asking ‘is our TA function delivering value?’

You’re not in TA, but the function reports to you and the spend keeps growing. You need a clear commercial answer on whether the recruitment/TA function is fit for purpose, where the risk sits and what good would look like. The TMA gives you that view in five to fifteen days. For the cost side of the equation, our recruitment cost calculator is the data-led companion that quantifies what hiring is costing today.

Benefits of the TMA

Visibility

The TMA offers a comprehensive evaluation of an organisation's resourcing function providing a holistic view of strengths and areas for improvement, so you have complete visibility and understanding of the challenges ahead.

Advantage

Through detailed research and our strategic partnership with the CIPD, the TMA benchmarks your organisation against industry leading practice, enabling you to understand how to get ahead of your competitors in the talent market.

Business success

The TMA helps align resourcing practices with your organisation’s overarching strategic goals. Working in this way, the TMA ensures that resourcing & talent management efforts contribute directly to organisational success.

Quick wins

The TMA is designed to provide actionable insights that deliver quick wins, whilst setting you up for longer term success. Tailored to your organisation you can have the plan you need to progress in less than 15 days.

Beyond the TIARA recognition for the TMA tool itself, Omni’s broader consultancy is a UK Enterprise Awards 2026 winner and operates under UKAS-accredited ISO 9001 and ISO 27001 certification. Diagnostic engagements are delivered against the same process and information security standards as our managed services

What our clients say

Northern Care Alliance
“Omni’s feedback has enabled us to clearly define what we needed to deliver in order to transform our current recruitment model and work towards our overall ambition to establish and promote the Alliance employer brand as an employer of choice.”
Resourcing Lead, Northern Care Alliance
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Responsible AI in the TMA

AI shows up two ways in the TMA. First, in our delivery. We use AI to support synthesis, pattern recognition across survey and interview data and drafting of the report. Human consultants make the assessments against the maturity index, write the recommendations and own the client relationship.

Second, in what the TMA assesses. The Tech & Data area of the maturity index covers how your organisation uses AI in recruitment, TA/HR,  the governance around it and the bias risk involved. Where appropriate, the TMA report includes specific recommendations on AI adoption in your function.

Our stance across every Omni service is AI and human, never just AI. For the full position, see our articles on how candidate use of AI is changing hiring and our AI in Recruitment 2026 Candidate Experience Report.

Talent Maturity Assessment FAQs

The Talent Maturity Assessment (TMA) is a rapid and flexible audit of an organisation’s resourcing and talent management maturity. The TMA takes an integrated approach with key data derived from surveying recent hires, regretted candidates, and hiring managers; focus groups with strategic leaders, hiring managers and HR/TA teams; align with desktop research. Evaluation uses Omni’s four-level maturity index across five key areas: Strategy, People & Culture, Process, Tech & Data, underpinned by EDI, with a further 20 capability areas. One of the most impactful areas to address is how managers can improve employee retention through better resourcing practices.

 

Understanding the key metrics for recruitment effectiveness is the first step to benchmarking your performance. The TMA benchmarks an organisation’s resourcing practices by leveraging our partnership with the CIPD and utilising industry-leading research. This process compares the organisation’s resourcing & talent management function against leading practice. Benchmarking helps organisations understand their position relative to industry standards and identifies areas for improvement to ensure they can be competitive in the talent market and ultimately attract, select and retain high-calibre talent.

The TMA is flexible and scoped to meet the size and complexity of your organisation. The method is robust and consistent, and key steps include:

  1. Mobilisation – final scope is agreed, project team and timeliness are agreed
  2. Research – Omni develops online surveys for recent hires, regretted candidates and hiring managers. Focus groups follow with strategic leaders, hiring managers and HR/TA teams. We also conduct desktop research into your employer brand presence including a social media and careers site audit.
  3. Combining research with key data on your resourcing practice, we assess your talent management effectiveness against our four-level index
  4. A detailed report and exec summary completes the process along with prioritised recommendations
  5. Post TMA the team are available for support to assist with key decisions on next steps. Typically our relationship continues and Omni can pull on our different experts to support the key changes identified. We’re here as much as you need. The TMA typically takes 5-15 consultant days, dependant on complexity and scope.

AI shows up in our delivery for synthesis, pattern recognition across survey and interview data and report drafting. Human consultants always make the maturity assessments, write recommendations and own the client relationship. The TMA also assesses how your organisation uses AI in recruitment and talent management as part of the Tech & Data maturity area. Our stance is AI and human, never just AI.

You receive a detailed report, an executive summary and a prioritised roadmap of recommendations. From there, Omni’s consultants stay close to support the changes you decide to act on. Often this evolves into ongoing engagement across our other services like RPO, training, assessment or attraction. The TMA is a strategic baseline, not a one-off engagement, so the relationship is designed to continue as you implement and measure progress.

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