Our consultants work with you on-site to achieve your staffing goals within your timeframe. Our recruitment process models are tailored to your needs and respect your given constraints, yet strive to deliver maximum impact through careful and practical implementation of industry-leading practices. Our models focus on the following areas:
Change Management
Change management focuses on how to manage the complex organizational and workforce transitions needed to achieve the desired service model. Particular emphasis is placed on communicating change inside your organization and, adopting agreed-upon practices through education and training to achieve the desired service outcome. The output of this type of engagement is a detailed communication plan. Training material creation sessions, in-person training, on-line training and train-the-trainer training are performed.
Alignment
Alignment is the key first step to understanding how your recruiting strategy ties into the overall strategy of your organization. We guide our clients in the development of a comprehensive analysis of the company’s business objectives and the impact or demand these objectives place on recruiting efforts. Key dependencies between recruiting and top and bottom line performance are revealed using an analytically-rigorous methodology. Clients typically use the output from the alignment phase to work with C-level executives to outline their multi-year recruiting strategy and to gain support for major initiatives.
Technology Selection
This phase of an engagement focuses on how to find the right role for technology as an enabler of individual and group performance. We begin with a solution scope that matches the problem space defined in an earlier stage of the engagement. The output of this phase of an engagement is a long-term technology road map that is specifically relevant to your organization.
Recruiting Business Unit Design
• Recruiting Operations Service Model Development
• Recruiting Process Model Development
This phase of an engagement focuses on discovering the detailed process model that delivers competitive advantage and works best for your organization. Our consultants coordinate and facilitate the discovery of current practices, develop easy to follow process documentation, and make suggestions on final state objectives. The output is a set of detailed roles and responsibilities, practices and procedures, and process diagrams that together comprise your complete service delivery model and applicant experience.
Performance Management
Here we look at the data output of the designed processes and how that data should be presented to individuals in various roles in the organization from individual recruiter to C-level executive. Most importantly, we consider data impact and subsequent behavior as the key result of good data presentation. We make a clear distinction between what data is “actionable” for each viewer and what data is “confirmation.” The output of this phase ranges from the development of Score Cards and Key Performance Indicators to complete data warehouse design and implementation, analytic processing tool development, and data visualization.
