Stuart Jones, Founder, Recruitment Trainer and Transformation Consultant, InSource Talent Understanding ‘Recruitment Transformation’ within your Clients

2. Recruitment Transformation
…in Your Clients
Supporting the Journey from Reactive Recruitment to
Strategic Resourcing
Stuart Jones
InSource Talent Limited
Recruitment Transformation Partners

3. InSource Talent Limited
Recruitment Transformation Partners
Maslow’s Hierarchy of Needs

4. CHARACTERISTICS
METRICS/MEASURES
InSource Talent Limited
Recruitment Transformation Partners
In-House Recruitment Transformation
Level One
INFORMAL / RISK
Level Two
CONTROL / COMPLIANCE
Level Three
EFFICIENCY
Level Four
STRATEGIC
- Process / responsibilities undefined
- Sourcing & selection inconsistent
- Stakeholders are untrained
- Performance unmeasured & unknown
- Process / responsibilities defined & followed
- Sourcing / selection consistent & controlled
- Stakeholders trained in process & legislation
- Performance is measured, not managed
- Process / responsibilities streamlined (technology)
- Sourcing / selection activities specialised
- Investment in specialist recruiters & skills
- Performance is managed against SLAs & KPIs
- Process / responsibilities become customer-centric
- Development of proactive sourcing initiatives
- Selection activities include values / culture fit
- Focus on brand alignment and long-term QoH
- General ‘noise’ around poor recruitment
- High level of attrition / unfilled roles
- Perceived high costs of recruitment
- Candidate & hiring manager complaints
- Compliance (Process, Supply, Selection)
- Vacancy numbers (Total, Live, Filled)
- Total cost of recruitment (External Spend)
- Candidate source (Agency, Internal, Direct)
- Cost per hire (role, channel, source)
- Time to hire (role, stage of process)
- Quality of hire (0-12 month attrition)
- Source of hire (% direct, active vs passive)
- Quality of experience (Candidate, manager, other?)
- Pipeline / community growth
- Quality of hire (12 mths+, performance & fit)
- Brand / EVP awareness (sentiment, differentiation)

5. InSource Talent Limited
Recruitment Transformation Partners
Supporting the Journey in your Clients
Level Four
STRATEGIC
- RISK IDENTIFICATION
- RISK MITIGATION
- RECRUITMENT ADVICE & SUPPORT
- PROCESS DESIGN & IMPLEMENTATION
- PREFERRED SUPPLIER FRAMEWORK
- PROCESS COMPLIANCE (internal / external)
- RECRUITMENT DATA
- PROCESS / SOURCING EFFICIENCY
- RECRUITER EFFICIENCY
- SPECIALIST SERVICES & SUPPORT
- TARGET / KPI ATTAINMENT
- HIRING MANAGER / CANDIDATE EXPERIENCE
- BRAND ALIGNMENT / PROMOTION
- ADDED VALUE & INSIGHT
- PROACTIVITY & STRATEGIC ALIGNMENT
- AUDIT / HEALTH CHECK
- SERVICE QUALITY & SAFEGUARDS
- RECRUITMENT PROCESS EXPERTISE
- PROCESS / PSL DESIGN & SUPPORT
- SERVICE & PROCESS COMPLIANCE
- STAKEHOLDER TRAINING
- DATA & METRICS VISIBILITY
- FAST, EFFICIENT SERVICE
- DIRECT SOURCING & TECH EXPERTISE
- SPECIALIST / NICHE RECRUITMENT SERVICES
- KPI AWARENESS & SUPPORT
- HIGH TOUCH, CONSULTATIVE SERVICE
- BRAND ALIGNED PROCESS & COMMS
- MARKET INSIGHT, REPORTS & DATA
- STRATEGIC UNDERSTANDING & SUPPORT
CLIENTNEEDS
SUPPORT/SOLUTIONS
Level One
INFORMAL / RISK
Level Two
CONTROL / COMPLIANCE
Level Three
EFFICIENCY

6. Stuart Jones: stuart@insourcetalent.co.uk / 07872 990714
InSource Talent Limited: www.insourcetalent.co.uk