e3 unlimited

Where candidates are treated as consumers and where each of the 20 key touch-points in the recruitment process engage with the candidates and reflect the true culture of the organisation (avoiding the 3 month valley of death where new employees decide at month 3 whether they stay or go). Where candidates receive the same level of service, attention and information as consumers do and the whole process is 'user-centered' versus 'corporate-centered'. Where human interaction is as important as swift automated processes.

Think: What about the people you don't hire, what are they saying about you? Does your candidate journey reflect your customer experience? Does your talent pool really understand your culture?

The organisation's reputation in the market place, its employer brand and employee value proposition. What are people saying about you as an employer? How is this managed and communicated? What is your social media strategy? Is your employer brand a true reflection of reality inside the organisation? How can you link the candidate journey to your employer brand? Transparency and access to information means that anyone, anywhere, at any time can find out what it is like to work for you - a challenge or an opportunity?

Think: Rather than trying to control what people are saying about you, how can you embrace social media and provide platforms for everyone to collaborate on real business challenges?

Where jobs aren't simply given to recruitment agencies,posted on the Internet or appearing in the press. Where the organisations ability to attract talent comes from multiple mediums, using a variety of tones, styles and conversations based on audience and skills segmentation. One size doesn't fit all. Where sourcing is linked closely with communications and marketing - Becoming a talent magnet. Goodbye traditional CV, hello interactive profiling.

Think: How utterly fantastic was 'The Best Job in the World' campaign? A true demonstration of collaboration between marketing, communications and HR, taking recruitment to totally new heights.

Linking People, Process and Technology. Where people within the organisation, and any appropriate external suppliers have the knowledge, training and skills to spot, select and hire the best talent. Where processes are simple, effective, swift and 'user-centered' - making it easier for everyone to recruit - not a barrier. Where technology aids the process, doesn't dictate it. Where systems enable and facilitate human interaction while providing strong metrics and MI.

Think: When was the last time your hiring managers were trained on modern recruitment practices? The way candidates now manage their career search has changed beyond recognition, do your people have the ability to exploit these new practices?

Where the CEO is the Chief Talent Officer and works with key people to determine the ability to match supply and demand for talent to business strategy. Where proactive talent pools can be rapidly deployed based on scenario planning, and reactive, knee-jerk resourcing is a thing of the past. Where every 'internal candidate' takes personal responsibility for managing their career.

Think: Many organisations have a talent management system but are they being used to plan for real business needs or as a HR reporting tool?

Where return on investment is viewed from both the organisation and talent perspective. Measurement should be relevant and useful and be driven by the business for the business, data is supplied to supports the assessment and continuously measure the relevance and success of resourcing strategy and tactics. For example, most companies measure time to hire and cost per hire, the important measure is quality of hire, what measures are in place to measure the quality of hire through PDP appraisals etc and track back to source of hire?

Think: Data is information, information understood is knowledge, acting on that knowledge is improvement.

Certainty v Risk - In today's legislative heavy world it has never been more important to keep on top of the ever changing minefield of employment law, diversity, ethical and sustainability issues, Not the most exciting of the 7 pillars, but absolutely imperative.

Think: What processes and measures do you have in place to ensure that all of your employees understand the correct procedures that need to be followed throughout the lifecycle of the candidate journey through to on-boarding?