Talent Acquisition Transformation

“There is a hidden competitive advantage in your company. Will you capitalise on it before your competition does?”

Shane Phillips, CEO at The Phillips Group

The Talent Function

At the crux of great strategy is competitive intelligence, so it is time to move your talent acquisition from an operational function to a strategic function. Knowing what your competition is planning to do, where they are planning to invest, what their next strategic move will be; all of this will provide you with competitive advantage. Currently this information is being collected by your recruitment team in face-to-face interviews, and then being discarded.
Generally, the only piece of information recruiters store and use is candidates CVs. In most cases the recruitment function is only given a short set of key performance indicators which include, but are not limited to:
  • Board Search & Selection
  • Board Assessment
  • Board Alignment
  • CEO Succession Planning
In limiting your recruitment team to these measures, this removes one of the strongest levers for the HR team to contribute strategically to the business.

The Transformation

Transform your recruitment team from an operational hiring function, to a competitive strategic partner.
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Entry Level Hire Example

A case study into how hiring the right people can make a marked difference.
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In order to transform your recruitment team from an operational hiring function, to a competitive strategic partner The Phillips Group provides the following;
  • Create new policies and procedures for recruitment outlining the requirement for acquisition of competitive intelligence during the hiring process. These new policies will also outline a new regimented approach and methodology for your recruitment function. These policies also create the management dashboard for the head of the recruitment team.
  • The creation of a formal assessment guide for each position recruited for. Every recruiter on your team will use the same uniform approach and standardised process to run their interviews and assessments.
  • Training and development for your recruitment team on how to inculcate vision, strategy and revenue generation into its assessment programs.
  • The creation of a management and reporting dashboard the recruitment team will use to report their deliverables on. This will include a list of competitive KPIs the business unit head will want to learn from the market.
  • The creation and implementation of a shortlist report that compares and contrasts your candidates on key metrics which are relevant for the realisation of the organisations vision and achievement of the strategy.
The Phillips Group’s consultants can help you re-write your recruitment policies and procedures to begin the process of turning it from a back-office function which is constantly playing catch up with the business, into a strategic element that is championing the future state of the organisation. Frameworks and customisable work sheets will be created to make ensure all recruiters will be standardised in their approach and will be capturing competitive intelligence during their interviews.
Use The Phillips Group’s Talent Acquisition HR Consulting services and start developing a competitive advantage over your business opponents by the way your company approaches hiring and recruitment.