Human performance
Acquire new talent
In a talent-scarce market, this domain determines whether the organisation is choosing candidates, or settling for whoever is left. Seven capabilities make up this area.
Seven capabilities that matter
Why each one matters, what good looks like, and what we look at when we help.
Strategic sourcing
Reactive advertising means competing only for the same visible pool.
Proactive, multi-channel sourcing strategy for hard-to-fill roles.
Channel data, pipeline reports, time-to-fill by channel
Employer brand and value proposition
Without a compelling reason to choose this organisation, candidates default to salary alone.
Clear value proposition reflected consistently in recruitment materials.
EVP documentation, careers site, candidate feedback
Talent sourcing
The best candidates are not always looking. Reactive hiring misses them.
Active outreach and pipelines for critical, hard-to-fill roles.
Sourcing records, pipeline data, referral performance
Assessment and selection
Inconsistent interviews lead to inconsistent hires and potential bias risk.
Structured, validated process with trained interviewers and defined criteria.
Interview guides, scorecards, interviewer training records
Onboarding
A poor first 90 days predicts early attrition, which costs more than the original search.
Structured programme with milestones, tracked to measured productivity.
Onboarding materials, completion tracking, early-attrition data
Critical and leadership hiring
Getting a senior hire wrong is expensive, disruptive and highly visible.
Distinct, more rigorous process, often with external validation.
Process documentation, assessment records, outcome tracking
Hiring effectiveness analytics
Without measurement, the organisation cannot know if recruitment is working.
Tracked quality-of-hire, time-to-fill and retention, reviewed and acted on.
Analytics dashboard, quality-of-hire data, retention analysis
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