360 Talent was engaged by a client, a 200 person management consulting firm without a dedicated recruiter, to help establish a new recruiting function, while also hiring experienced management consultants to fill their open positions.  Without a dedicated recruiting function, the firm faced challenges in managing candidate flow and attracting and hiring top talent, resulting in talent gaps, miscommunications, and potential limitations in attracting high-quality candidates for their positions.  

To address these talent issues, the firm implemented the following three solutions over six months:

• Embedded Talent Acquisition
• Implementation of a new ATS
• Creating of new interview processes and decision matrices

• Embedding a talent acquisition function within the client’s organization was a crucial step in addressing their talent management challenges. By having a dedicated talent acquisition person, the client was able to streamline their recruitment process and ensure a consistent and efficient approach to attracting and hiring top talent. 360 Talent was responsible for sourcing candidates, managing job postings and applications, conducting initial screenings, and coordinating interviews with hiring managers. This allowed the client’s leadership team to focus on their core responsibilities and participate in recruiting when appropriate.  The embedded talent acquisition function also played a vital role in building the client’s employer brand, attracting high-quality candidates, and providing a positive candidate experience throughout the hiring process. Overall, embedding 360 Talent within the organization helped the client overcome their recruitment challenges and establish a strong foundation for future talent management initiatives. 
• Implementing a new Applicant Tracking System (ATS) was another crucial step in addressing the talent management challenges faced by the client. The ATS provided a centralized platform for managing job postings, receiving and reviewing applications, and tracking candidate progress throughout the recruitment process. This streamlined approach allowed for greater efficiency and accuracy in managing candidate flow and ensured that no potential candidates were overlooked. The ATS also provided the ability to access valuable data and analytics that would allow the client to assess the effectiveness of their recruitment efforts and make data-driven decisions to improve their talent acquisition strategies. By implementing a new ATS, the client was able to automate and streamline their recruitment processes, saving time and resources while also improving the overall candidate experience. The ATS also provided a foundation for future talent management initiatives, allowing for more efficient and effective recruitment practices. 
• Creating a new interview processes and decision matrices for hiring talent was a game change for the client’s operational efficiency.  This involved developing structured interview guides and standardized evaluation criteria to ensure consistency and fairness in the hiring process. The interview processes were designed to assess candidates’ skills, experience, and cultural fit with the organization. By establishing clear expectations and evaluation criteria, the client was able to make more informed and objective hiring decisions. The decision matrices provided a systematic approach for evaluating candidates based on predetermined criteria, allowing for a more comprehensive and fair assessment of each candidate’s qualifications. This not only improved the quality of hires but also reduced bias and increased the likelihood of selecting the best-fit candidates for the organization. Overall, the creation of new interview processes and decision matrixes helped the client establish a structured and effective approach to hiring talent, ensuring that they were able to attract and select top-quality candidates for their open positions.