Losing talent? Audit your talent acquisition strategy with this template

The following is an excerpt from our Talent Acquisition Transformation Guide, a comprehensive playbook to help you audit and improve your recruitment strategy.

Winning more talent means getting your team in ship shape. In many organizations, the Talent Acquisition business operates in an isolated camp – no one sees or hears from you unless you have good or bad news about a particular candidate or role vacancy. 

Efficiency in recruitment requires absolute alignment. Your people leaders and your executive team must be in alignment with your new strategy, because they are equally responsible for executing it. Gone are the days when, for example, marketing managers could pass a job description for a copywriter to a Talent Acquisition specialist and wash their hands of the prospecting dirty work. Now, more than ever, the hiring manager and the specialist must form a partnership, sharing the duties of advertising, promoting, vetting, interviewing and assessing. After all, candidates for said copywriter role will expect it.

To get cooperation and buy-in from your people leaders, you need to form a visible, purposeful A-team.

Step 1: Create your recruitment A-team

Your crack recruitment task force should comprise:

  • Your chiefest people leader (be it a CPO, CHRO, or Head of Talent Acquisition)
  • Talent Acquisition specialists and representatives (obviously)
  • Representatives from each department in the organization
  • Importantly, a representative from the marketing team

Once your team is formed, you need to complete a basic audit to see where your recruitment pipeline is at – and the roadblocks stopping you from securing the talent you need.

Step 2: Fill out this Talent Requirements Matrix

This step sounds obvious on the face of it, but it actually requires some speculation and problem-solving. Consider this simple matrix, filled in with examples – it’s a good starting point on getting alignment with the A-team on your hiring needs.

Role Critical skills Priority Existing org. strength Applicants/candidate declined Advertised salary Market salary Notes/suggestions
Head of marketing
  • Team leader
  • Responsible for strategy
  • Budget management
Very high Low (no marketing leadership) 40/38 $150k p/a $190k p/a
  • Losing on salary
  • Candidates don’t like lack of existing team strength
Software engineer
  • OOD
  • C/C+
  • Ruby
Low High (replacing a team of 20) 10/10 $120k p/a $130k p/a
  • Losing on salary, perks
  • 50% of applicants said our tech stack was outdated
Office manager
  • Managing customer database
  • Implementing new admin system
High Low (no office manager for ~3 months) 0/0 $100k p/a $100k p/a
  • Suggest reviewing job ad – the JD is a little dry

Once you’ve filled out your Talent Requirements Matrix, the next step is effective triage. Almost everyone in the A-team will already be aware of your highest hiring priorities, but by filling out this matrix, you can focus talent acquisition efforts on coming up with weird and wonderful ideas for attracting the right candidates. Times like these require outside-the-box thinking!

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