We analyzed prior year hiring and attrition data, talent acquisition plans and the current business environment. Using the results of our analysis, we facilitated a planning workshop with TA and HR leadership and drove alignment and commitment to a new talent acquisition strategic plan.
Segmented the company’s critical roles based on availability and competitive intensity. Identified key sourcing channels for each critical role segment. Supported investment by identifying. Consolidated over 70 initiatives and projects into 10 priorities.
Identified, conservatively, over $3 million in operating income improvement through the reduction of attrition and total vacant time.
Want to read more? Check out Talent Acquisition Model: How to Organize Recruitment Around Talent and Talent Acquisition Audit: 6 Signs that You Need One.