Increase the Efficiency of the Talent Acquisition Process
Efficiency is the foundation of an effective talent acquisition process that meets the needs of stakeholders.
- It is a candidates’ market. Organizations have to fight for talent, and if the process is not efficient candidates will go elsewhere.
- The cost per hire has increased over the past few years. This means it is more important than ever that organizations get the right talent in the door the first time around, as hiring the wrong candidate will result in unnecessary costs.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- There are trade-offs to be made between efficiency, quality of hire, and candidate experience. When focusing on efficiency, make sure you are not neglecting the candidate experience and quality of hire.
Impact and Result
- Create an efficient talent acquisition process to decrease the time spent on hiring and focus more on hiring strategically.
- Enable talent acquisition specialists to hire strategically by clearly outlining a consistent process for all stakeholders involved. This consistency will also translate to a more positive experience for candidates.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Map out the current TA process
- Call 1: Discuss key TA stakeholders and evaluate key metrics to measure.
- Call 2: Review the process to map out key TA stages.
- Call 3: Evaluate the current TA process and identify opportunities for improvement.
Guided Implementation 2: Select TA solutions
- Call 1: Review solutions to address gaps in the TA process.
- Call 2: Discuss where outsourcing, if appropriate, may apply.
Guided Implementation 3: Devise a plan to optimize the TA process
- Call 1: Evaluate the impact and effort of key selected solutions and discuss the potential impact on quality of hire and candidate experience.
- Call 2: Discuss an implementation plan and tactics to integrate and sustain the process change.
Contributors
- Kim Benedict, Co-founder & CEO, TalentMinded Inc.
- Jim D’Amico, Global Talent Acquisition Leader, Celanese
- Harry Ensley, Principal, People Strategist
- Sarah Grimes, Group Leader – Recruitment and Administration, Honda of Canada Mfg.
- Tom Kotsopoulos, Talent Acquisition Manager, IKO Industries
- Chris Leeham, Vice President, Global Talent Acquisition, McCain Foods
- Ilia Maor, Practice Lead, Research & Advisory, Info-Tech Research Group
- Mary Megali, Head of Talent Acquisition & Professor at the University of Toronto, Loblaws
- Meryl Rosenthal, Founder & President, HirePower Inc.
- Donna St. Hilaire, HR Solutions
- David Uez, Senior Human Resources Leader & Instructor, ADU Consulting
- Sarah Wilson, Chief People Officer, SmartRecruiters
Create a Talent Acquisition Strategy
Increase the Efficiency of the Talent Acquisition Process
Redesign the Candidate Experience
Streamline the Internal Hiring Process
Plan for High-Volume Recruiting
Determine the Right Recruitment Process Outsourcing Solution
Redesign the Talent Acquisition Structure