Talent Acquisition
Attracting, assessing and hiring people into approved positions.
Workflow
- 01Vacancy Approval
- 02Sourcing
- 03Screening
- 04Interview
- 05Offer
- 06Acceptance
If you change this
It implies 10 topics across 2 modules, including Security & Identity which you might not expect.
See the path ahead →Why it matters
Recruitment that sits outside the establishment control creates positions nobody approved, and recruitment that ends at offer acceptance creates starters nobody provisioned.
- It starts with a requisition: Which is a budget and establishment decision before it is a hiring one.
- It ends in an employee record: Candidate data should become employee data without rekeying.
- It is measured on quality, not speed alone: Time to hire is easy to measure and easy to optimise at the cost of the hire.
The workflow
- 01
Requisition
The vacancy is raised against an approved position and budget.
- 02
Approval
Delegated authority approves the spend and the establishment impact.
- 03
Sourcing
Channels opened — internal, advertised, agency, referral.
- 04
Assessment
Screening, interview and any testing, recorded consistently.
- 05
Offer
Terms approved within policy and issued.
- 06
Acceptance and handover
Candidate data becomes the employee record, triggering onboarding.
The hand-off is where the value is. If candidate data is rekeyed into HR, every starter carries a chance of a typo into payroll and access provisioning.
What you need in place
- Requisition tied to position: No hiring into a position that does not exist and is not funded.
- Delegated approval: Matching the signed authority.
- Consistent assessment records: Defensible if a decision is challenged.
- Offer approval limits: So remuneration stays inside the band without a separate negotiation each time.
- Straight-through handover: Candidate to employee record without retyping.
Questions to ask
01Establishment
Can someone be hired into an unapproved position?
If yes, headcount control is advisory.
02Handover
Is candidate data rekeyed into HR?
Rekeying is where day-one problems originate.
03Consistency
Are assessments recorded the same way for every candidate?
Required if a decision is ever challenged.
04Internal candidates
Are they handled through the same process?
Usually not, and usually worse.
05Agency spend
Is it visible against the requisition?
Otherwise recruitment cost is invisible until the invoice.
Metrics and KPIs to track
Time to hire
Requisition approved to offer accepted.
Offer acceptance rate
Offers accepted as a share of offers made.
Source effectiveness
Hires and quality by channel.
Cost per hire
Including agency and advertising.
Early attrition
Hires leaving within twelve months.
Alongside this