To drive development, an organization must know where it stands. In our Maturity Assessment we explore your recruiting structure, holistically and thoroughly. Potentials and opportunities become conscious, risks and challenges concrete.
Become aware of the strengths of your recruiting and build on them!
By means of an ACTUAL analysis, optimization-potentials can be identified in comparison to the TARGET state and suitable measures can be derived in order to further develop the company in a focussed manner. The basis of the ACTUAL analysis are your central challenges in recruiting. This can be the desire for more or better qualified applicants, the question of whether and when active sourcing makes sense, as well as addressing topics such as team composition or budget allocation. The harmonization of processes, the installation of efficient reporting and the selection of an optimal application management system are also common issues that we have faced many times.
Our maturity level analysis for your company
Holistic, systematic, solution-oriented.
– Define objectives
– Define procedure
Analysis and survey
Evaluation and Sourcing
Recommendations for action
– Catalog of measures
– Milestone Planning
What do you get?
The scope of services includes a clear recommendation for action based on the maturity level analysis, including an implementation plan that enables you to implement the developed catalog of measures in your company independently or under our moderation. Both in analyzing your recruiting structures and processes and in identifying potential, we always pursue one goal: to position your company successfully in the competition for the best minds.
What do we build upon?
The Maturity Assessment is based on our theoretical and practical experience from over 300 recruiting projects.
On this basis, we have used a holistic approach to cluster over 40 topic areas into six areas that can have an impact on your recruiting. This recruiting spectrum serves as a benchmark to evaluate your ACTUAL state and to identify suitable measures.
Effective recruiting processes are not only reflected in speed and cost, but also increase candidate and stakeholder satisfaction.
An awareness of the possibilities is needed for this.
Retaining and developing employees is the highest asset of HR work. Recruiting is relevant because elements such as market-driven salary structures, structured talent management or heterogeneous company structures form the basis of employee retention.
An employee's experience begins before the first day of work. Objective candidate selection is a challenge for every organization, both in tight and saturated candidate markets. Bringing appreciative processes in line with unbureaucratic structures is possible with the right methods.
Objective candidate selection is a challenge for any organization in both tight and saturated candidate markets. With the right methods and the necessary candidate-centeredness, these challenges can also be mastered.
elements such as the effective use of staffing firms in a modern recruitment strategy are considered.
The management of recruiting teams begins with the selection of the right people and continues through to the definition of targeted key performance indicator systems and individual service level agreements.
Do you have questions about our maturity analysis and how it works in your company?