Improving Recruitment Process
You would never build a home without a detailed blueprint. And you can’t transform talent acquisition without a detailed plan for how candidate attraction, screening and selection will work. Starting with, say, recruiting technology is like expecting your builder to figure out the house with nothing more than the electrical plan.
Improving recruitment process design is critical to sustaining modern talent acquisition transformation — particularly as AI, automation, and changing candidate behaviors reshape how organizations attract, assess, and hire talent.
Recruitment process design details not only the hiring process, but includes when and how you will attract and screen top talent, determining the ideal candidate, how selection will work, where AI should be inserted and how it must e optimized, how hiring managers will participate in hiring, how internal candidates will express interest in roles, which best practices you’ll integrate, which recruiting metrics will be most important, how your technology will support it all – you get the idea.
Today’s recruiting environment is significantly more complex than it was even a few years ago. Talent Acquisition teams are navigating rapidly evolving AI-enabled recruiting technologies, increasing volumes of AI-generated candidate applications, changing candidate expectations, and growing pressure to improve hiring speed without sacrificing quality. Organizations need recruiting processes designed to help recruiters and hiring managers cut through the noise, exercise strong judgment, and make better hiring decisions at scale.
We cover every element – even small ones - because the details differentiate your company from other employers in this tight talent market. Attractive job postings and job ads underpinned by solid job descriptions differentiate those companies that win talent from those who must settle for it. A tight interview process can be part of a positive candidate experience that enables winning top talent. And we analyze the big data behind your organization's open positions and broader talent trends so that you can be confident in your investment decisions.
“We originally made the mistake of letting our recruitment technology vendor sell us their version of process design. TGA came in a year later, when we were in bad shape, and provided objective guidance and hands-on support for building our recruiting function of the future - both inside and outside of the technology.”
– CHRO, global CPG company
Our recruitment process design approach typically takes 60 days and includes a careful mix of stakeholder involvement, recruiting best practices, deep knowledge of recruitment practices and talent acquisition technology, selection methods, recruiting analytics, etc. We align it all with your business strategy, the talent marketplace, and leading edge talent acquisition, finance and process thinking. In the end, you receive a recruiting playbook that takes the guessing out of hiring for all involved. It serves as the roadmap for talent acquisition change management, training, technology configuration and continuous improvement.
