REA - Summary Assess current recruitment practices compared to best practice Benchmark against Omni’s Recruitment Maturity Matrix Red-Amber-Green Report Develop Roadmap and Business Case for Change (Value-added content)
REA – 3 Levels1. Bronze – Single assessment meeting or workshop with HR with follow up results meeting2. Silver – Small number (3 days) of focused workshops & interviews with senior stakeholders & hiring managers3. Gold – All stakeholders consulted including candidates and agencies for a true 360 perspective of the recruitment landscape (5 days)
REA – 4 WorkstreamsEach assessment option will follow the same four Workstreams:Data Gathering - Omni will carry out face-to-face meetings, telephoneinterviews, online surveys and data analysis of recruitment information.Data Analysis – We use the results to benchmark the recruitment practices interms of Omni’s Recruitment Maturity Matrix.Development of Recommendations – Production of a Next Steps reporttargeting each of the key recruitment challenges.Presentation of Results – full report & presentation of findings back to thebusiness to enable buy-in for the next steps. 6
Example Extract Maturity Matrix Element Level Issue Requirement A formally defined, understood and Define specific recruitment strategy communicated people strategy in to fully reflecting CompanyX’s place to reflect the focus of CompanyX. Strategy 3 values. Development of quality People strategy in line with overall strategic recruitment activities business strategy around brand & talent There is a recruitment team and manager Clear definition, buy-in and dedicated to recruitment. However the understanding of recruitment accountability of this team and the responsibilities across CompanyXRecruitment Responsibility 1 accountability of HR and recruiting to include candidate managers for recruitment activities and management, and overall performance (including in particular performance (including costs, candidate management) is unclear. TTH and quality). Recruitment processes are ill defined and unclear across the organisation. Local processes in particular areas, e.g. for A single consistent recruitment process volume roles, are understood and that provides all stakeholders Process Management 1 practiced. However the process for with a consistent experience and recruiting specialist roles and is adhered to. procedures between offices is different and varies between roles even.
REA – Key Benefits Snap shot / x-ray of current recruitment practices against best practice (Bronze) Detailed understanding of the recruitment challenges facing the organisation (Silver) An impartial ‘next steps’ guide to addressing the key challenges (Silver) A strategic blueprint for transformation of recruitment towards a best practice model, and development of a business case for change (Gold)