Conducting An Effective Talent Acquisition Audit – 3 Rules Of Thumb

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Every business has been significantly affected by
the COVID-19 pandemic, majority of them in the
unpleasant manner. Only a handful of industries
like those related to medical, pharma,
groceries, and daily necessities have seen rising
sales. And, as every business suffers, every
business leader has also personally experienced
the adverse impact of the pandemic.
Even when it comes to recruitment, scenarios have
highly been transformed. Certain industries like
healthcare, pharmacy, and eCommerce are hiring
large number of candidates for jobs, while
others are by and large reducing the number of
employees working in their companies. Many are
left jobless amidst this disrupted situation,
while others are trying to adjust with remote
work arrangements and financial disruption. The
way businesses are being conducted today and the
way they are to be staffed is all undergoing
significant change. Companies who want to hire
are streamlining and improving their abilities to
rapidly hire diverse and high-performing talent.
And, if you want to do the same, below mentioned
are three rules of thumb that you must follow.
These three important points have been decided
upon after completing recruitment audits across
a multitude of industries over the last decade.
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Rule of thumb 1 Working towards qualitative
research in a structured manner The goal of a
qualitative research is to identify trends about
how talent acquisition is working across the
organization, or a targeted area of the business.
The intent is thus to gain insights from
individuals who represent key stakeholder groups,
rather than to talk to or survey every
individual who interacts with talent
acquisition. An interview or survey can be
conducted with a group of stakeholders
representing senior leadership, hiring managers,
HR partners, and the like. Doing so can help
focus on gaining insights into whats working
well about talent acquisition and what needs to
improve. Rule of thumb 2 Focusing on the right
way to achieve quantitative data It is often
difficult to access data in the world of
recruiting. Moreover, the data received is
required to be perfectly accurate. Any
unintegrated talent technologies, unused
applicant tracking systems, and ill-managed
requisitions can result in unclear hiring data.
If you want perfect and accurate data for talent
acquisition, you need to focus on some important
facets such as Looking at trends over the last
two years in hiring, termination, and internal
mobility, so as to understand how people move
across the business, in different locations or
business units, and in critical
functions. Digging into the views like key
geographies, business units, critical functional
areas, and other employee classifications
important to the business, in order to identify
meaningful and actionable talent
trends. Calculating a general cost per hire,
including overall talent acquisition spend,
agency costs, and RPO, the sum of which to be
divided by the number of requisitions managed by
talent acquisition in an year, can provide a
baseline to evaluate against industry benchmarks
and prior year costs. Rule of thumb 3
Conducting a professional recruitment audit How
an audit is conducted is what decides on the
upcoming important steps of a procedure. In the
world of recruitment, an audit can decide on the
steps of increasing headcount, changing
technology, employer branding, and redesigning
the recruiting process. It is thus better to
avoid doing a DIY audit, and instead hire a
professional team of experts who specialize in
recruitment audits to bring the best outcomes.
One such team of professionals who can help is
WalkWater
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Talent Advisors, one of the top executive search
firms in India, who have great skill and
expertise in every field of the recruitment
industry.