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HR & Recruitment Process Review

Stage One

Consult with senior management team/ key stakeholders to discuss:

Business setup and organisational structure (gap analysis)
Strategic plan for next 1, 3 & 5 years (resource-wise, locations/ satellite offices, new divisions, branding)
Existing culture and status achieved from planned cultural environment
Current recruitment procedures/ practices and their success rate
Internal HR procedures/ policy for:
- role clarification and reporting structure, KPI’s etc
- performance reviews and benchmarking
- staff retention – structured career paths offered, training etc
- advertising strategy and screening/ interview techniques

Documents/ Information Required for Stage One:

Mission Statement and Company Values/ Beliefs (Culture base)
Organisational Structure (Chart)
Strategic Resources Plan (personnel)
Recruitment Expenditure (incl. Advertising) & Success (Personnel Turnover) for last 5yrs
Current Salary Banding & Salary Review System (incl. previous salary structures/ raise trends)
Relevant HR procedures & policies (inductions, KPI benchmarking/ performance reviews etc)
Existing HR/ Recruitment templates (advertising, screening, interviews)
Existing role position descriptions
Any other known areas for review/ improvement…

Stage Two

Review and Refine existing internal HR & Recruitment procedures in alignment with business structure, planned growth and target culture (incl. all documents from Stage One).

Stage Three

Discuss and review the newly tailored process with aim to agree on a final version to implement. Collectively design implementation strategy (within set timeframes) to achieve successful integration into existing business practices.

Stage Four

Present refinements to appropriate manager/s and educate for ongoing internal process improvement. Facilitate or implement procedures where appropriate. (Role Clarity, Advertising, Screening, Psychometrics, Interviewing, Reference Checking, Inductions, Performance Reviews, Retention Strategy)

Stage Five

Manage recruitment process and continual system improvements as required. Ongoing candidate/ employee management to ensure smooth transition into business culture, values and processes.