Existing processes for identifying and recruiting top talent are haphazard, often failing to identify “best fit” and candidates with the best potential for current and future needs. This decreases organizational effectiveness, increase voluntary and involuntary turnover cost of recruiting and organizational risk.
Goals and Objectives
An optimized talent acquisition practices end to end – from recruitment marketing and job advertising to interview, assessment, and selection to new hire onboarding – that can translate existing requirements into candidate characteristics creates a more agile, consistent and successful decision-making process.
This use case is supported by the adoption of integrated applicant tracking and candidate relationship management systems that includes machine learning, analytics. It will also include candidate assessment and interview management solutions. System integration, IT consulting, HR consulting and business consulting services will also be included.
Use Case Summary
The hiring organization leverages success profiles for all roles to ensure talent acquisition efforts are dedicated to attracting those talent personas which have a strong likelihood of succeeding. By optimizing assessment, interview, and onboarding practices the organization can continuously deliver exceptional hires.