Acumin Recruitment Process Consulting

Acumin can provide consulting services on more of an ad hoc basis. Process consulting aims to address both strategic and tactical talent acquisition challenges. Such engagements begin with the analysis of existing organisational processes and infrastructure, and ends with specifically designed, dedicated strategies to deliver the business objectives.

How does it work?
The gathering of current process and technology information is key. Once the information has been collected and analysed, a findings report and subsequent plans and tools are developed to address the organisational talent goals and business objectives. 

 

What are the typical outcomes of Acumin’s Recruitment Process Consulting service engagements?

  • Recommendation of best practices
  • Suggested improvements to the current  recruitment process
  • Metrics development and enhanced data reporting packages to measure critical success factors
  • Creation of enhanced and standardised job descriptions 
  • Sourcing strategies and market insight reports by talent segment
  • Creation of a training and transition plan
  • Creation of change management and communication plan
  • Recommendations for end to end applicant tracking solutions
  • Implementation and integration of applicant channel systems
  • Development of HR leadership and talent optimisation tools
  • Identification of the need for a cost effective PSL
  • Regular process audit consultancy
     

What type of organisation would benefit from Acumin’s recruitment process consulting?

  • Organisations seeking to reduce costs.
  • Organisations seeking to initiate organisational and process improvements within major portions of their talent acquisition function
  • Organisations seeking to design cost-effective, scalable recruiting solutions
  • Organisations considering re-organisation of recruiting operations, either to a centralised, or decentralised operating model
  • Organisations evaluating synergies, standardisation and outsourcing support for their global recruitment process
  • Organisations seeking to maximise HR’s consultative and strategic inputs provided to the business as related to matters of talent, while examining current transactional recruiting responsibilities and associated time-cost value analysis
  • Organisations evaluating migration to a global Applicant Tracking System platform to support recruitment