Talent Acquisition Recruitment Strategy Template Content q Using

Talent Acquisition/ Recruitment Strategy Template

Content q Using this template q Executive Summary q Organisation Background q Current Landscape q Current State Vs future state q Success Criteria q q Recruitment Team Current vs Future State q Employer Brand / EVP Current vs Future State q Attraction Current vs Future State q Diversity & Inclusion Current vs Future State q Selection Current vs Future State q Hiring Manager Capability Current vs Future State q Recruitment Process Current vs Future State q Suppliers & Partners Current vs Future State q Onboarding Current vs Future State q Management Information Current vs Future State q Technology Current vs Future State q Talent & Mobility Current vs Future State Appendices 2

Using This Template • We have used a Power. Point which should be easier to use and adapt rather than a word document • The slide deck has been populated with all of the key elements for consideration when building a resourcing strategy • Each slide should be fairly self explanatory, and we have added some examples of some of the information that may be worth considering or questions that should be posed within the NOTES for each slide. • Ideally, this can be a living document and could be used to formulate plans for delivery of transformation or indeed a case for building an in-house recruitment function. Populating this document and leaving it to collect dust in a filing cabinet will defeat the object of creating it. • You should build the pack in collaboration with key leaders and stakeholders and the recruitment team (if it exists) – this helps to gain buy in and ensure all key angles are covered • Unless you have a large budget and resources to deliver a large amount of transformation, you would not expect your strategy to have key actions on every element – Rome wasn’t built in a day! • You can use the strategy to help set objectives for yourself and the recruitment - use it to do a honest review of progress each quarter and at the end of the year • Make it your own – there is no right or wrong format for a recruitment strategy • Finding solutions – check the FIRM resources! Ask for help, network – what external events would be useful? 3

Executive Summary of Challenges / Objectives : q q q Challenge Objective Challenge Key Focus for Recruitment Strategy : Item 1 Item 2 Item 3 Item 4 Item 5 Item 6 What Is Needed to Deliver the Strategy Successfully q q High Level Request 1 High Level Request 2 High Level Request 3 High Level Request 4 q q High Level Request 5 High Level Request 6 High Level Request 7 High Level Request 8 4

Organisation Background • • • Markets Locations Competitors Number of Staff Vision, Mission, Values 5

Current Landscape 1 Bullet Point One 2 Bullet Point Two 3 Bullet Point Three 4 Bullet Point Four 5 Bullet Point Five 6 Bullet Point Six 6

Current State vs Future State • In order to identify what the recruitment strategy should focus on, its important to honestly identify the “current state” i. e. where are we now • Then, you can begin to define the “future state” – where you want to get to • You should ensure you focus on the important elements and which will help you deliver the outcomes the organisation needs – whilst not as exciting as focusing on some of the “bells and whistles”, getting the basics right will more likely have a more effective outcome • Ensure you are forming a current state that is realistic and is in balance with the organisation • Each current state and future state slide includes a traffic light at the top right hand corner. For the current state slide, once you have completed an honest assessment, you can use this to summarise the “theme”. Green means all is mostly ok, Amber means some issues need addressing and Red means this is a priority area R A G 7

Success Criteria 1 Theme 1 ü ü 4 Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 Theme 4 ü ü 2 Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 Theme 2 ü ü 5 Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 Theme 5 ü ü 3 Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 Theme 3 ü ü 6 Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 Theme 6 ü ü Success Criteria 1 Success Criteria 2 Success Criteria 3 Success Criteria 4 8

Recruitment Team Current State R Team Summary : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Bullet Point 6 Key Strengths: q Item One q Item Two q Item Three q Item Four q Item Five q Item Six q Item Seven q Item Eight q Item Nine q Item Ten A G Key Data : Headcount/FTE : XXX Cost (exc Bonus) PA : £XXXXX Recruitment Budget : £XXXXX Reporting To : HR Director Identified Development Areas : q Item One q Item Two q Item Three q Item Four q Item Five q Item Six q Item Seven q Item Eight q Item Nine q Item Ten 9

Recruitment Team – Future State [ WHAT ] 1 Low Capability 2 Reactive 3 Under Resourced 4 High Turnover R ü ü Understand reasons for high turnover Re-structure Team increase headcount Stretch Objectives aligned to B/S strategy Additional hire to bring missing skills Personal development plans reviewed to ensure skills increase G [ COST ] [ HOW ] ü ü ü A ü ü £ 50 k for Recruiter £ 20 k L&DS Budget 10

Employer Brand/EVP – Current State R Opportunities : Positive : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Bullet Point 6 Negative : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Bullet Point 6 A G

EVP / Employer Brand – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 12

Attraction Tools – Current State Tool Job Boards (Paid & Unpaid) Outdoor / Offline /Radio Linked. In Careers Website Internal Website / Job Opps Referral Scheme Social Media Glassdoor Job Adverts Etc… R Effectiveness A G

Attraction – Future State R [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 14

Diversity & Inclusion – Current State R What Are The Key Objectives For Diversity & Inclusion : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 What Initiatives are currently in place and how effective are they? : Initiative LGBTQ Group Unconscious Bias Awareness Etc… Effectiveness A G

Diversity & Inclusion – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 16

Selection – Current State Initial Sift / Killer Q 2 CV Sift 3 Recruiter Call Screen Effectiveness? On Line Tests Effectiveness? 5 Psychometrics? Effectiveness? 7 On Line Tests Interview Successful Hire ? G Effectiveness? 4 6 A Effectiveness? Ineffective Hire 1 R

Selection – Future State R [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 18

Hiring Manager Capability – Current State Perceived Strengths • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 A G Education/L&D Programme In Place : • • • Perceived Development Areas • • • R Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Functions/Roles with Concerns : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5

Hiring Manager Capability – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 20

Recruitment Process – Current State Process Strengths • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 R A Process Areas of Concern • • • Process Is/Is Not Fully Documented Date of last process review / audit : Process is trained to new employees? : Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 G

Recruitment Process – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 22

Suppliers / Partners – Current State R A Preferred Supplier List (PSL Health) Check PSL Component Response Clear, defined PSL in place with an Owner assigned? Yes/No Margins recently reviewed and/or in line with industry? Yes/No Performance data recorded and used to manage partners? Yes/No Regular review meetings held for key suppliers? Yes/No Other Key Suppliers Supporting Recruitment : Supplier Supporting Cost RAG Status Supplier 1 Attraction £ 500 k PA RED Supplier 2 Testing £ 40 per Month GREEN Supplier 3 ATS £ 300 k a year AMBER G

Suppliers / Partners – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 24

Onboarding – Current State R A Brief Description of current “onboarding” process : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Onboarding Strengths • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Onboarding Areas of Concern • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 G

Onboarding – Future State R [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 26

Management Information – Current State R A G Brief Description of current Management Information: • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 MI Strengths • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 MI Areas of Concern & Whats Missing? • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5

Management Information – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 28

Technology – Current State R Video Interview HR System Online Tests Applicant Tracking System Technology Current State Commentary : • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 A Management Information Database G

Technology – Future State R [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 30

Mobility & Talent – Current State R Brief Description of current internal mobility within the organisation: • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Strengths • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 Areas of Concern • • • Bullet Point 1 Bullet Point 2 Bullet Point 3 Bullet Point 4 Bullet Point 5 A G

Mobility & Talent – Future State [ WHAT ] 1 Item One 2 Item Two 3 Item Three 4 Item Four R ü ü ü Solution One Solution Two Solution Three Solution Four Solution Five Solution Sic Solution Seven Solution Eight G [ COST ] [ HOW ] ü ü A ü ü Cost One Cost Two Impact One Impact Two 32

Appendices • Metrics • Reporting • Competitor Benchmarks 33