Why Your Business Needs a Hiring Maturity Assessment

A maturity assessment measures a company’s progress and performance against internal strategic goals. Maturity models help companies set measurable and quantifiable goals based on qualitative progress measurements. Talent acquisition teams can benefit from a comprehensive and holistic approach to improving their hiring process. Maturity assessments are the compass that points their way toward hiring success.

It’s a Business Advantage

Whether you’re looking to attract talent and build a world-class culture or simply trying to optimize your hiring process, a hiring maturity assessment will help you make measurable progress toward your goals. It will also help you avoid the costly rework from poor data quality. A maturity assessment will identify gaps in your recruiting processes and provide you with recommendations on how to improve them. This will result in lower costs, fewer errors, and enhanced performance, increasing your hiring efficiency and quality. A business can only achieve its strategic goals if it has the right people in place. For instance, you can navigate Greenhouse.com: maturity assessment to move up the hiring maturity curve and transform your TA function into a true competitive advantage. This will give you the best chance of attracting and hiring top talent, boosting your bottom line, and achieving long-term success. 

It’s a Competitive Advantage

A savvy talent team will understand their current state and processes and strategize ways to achieve hiring success. This can be achieved through a variety of methods, including an assessment. Maturity models have long been used in different disciplines and professions, helping individuals and teams determine their growth level, establish goals for further development, and create actionable plans to get there. They work the same way as performance models for people and teams but with a more focused lens on an organization’s overall talent acquisition strategy. When TA teams use a maturity assessment to evaluate their current state and identify potential improvements, it gives them a roadmap to optimize their function meticulously, ultimately moving them closer to hiring success. The key is in the process, from identifying what’s working and what’s not to connecting these insights to pre-hire activities, onboarding experiences, and post-hire outcomes and job performance. This is how companies become a TA leader and drive recruiting to their competitive advantage.

It’s a Strategic Advantage

Once you determine your team’s position on the hiring maturity model, it’s time to develop an internal strategic goal based on qualitative progress measurements. This will help your teams meticulously optimize their TA functions and take them closer to hiring success. At level one, your talent team realizes they need to improve and are aware of the impact hiring has on their business processes. However, this realization must be revised and aligned with work processes and policies. Teams at this stage may also need more resources, support, or training to effect change. At this level, the ad-hoc workflows of level one begin to be replaced by more consistent practices across departments and silos. There is an increased focus on best practices, standardized methods, and reduced reliance on intuition. The emergence of cross-functional teams can also result in greater collaboration and speedier results.

It’s a People Advantage

A hiring maturity assessment will illuminate the areas where your team is lacking and supply you with a plan of attack that you can implement as a business-wide initiative. It will also provide your team with motivation and a positive outcome to work towards, even when they aren’t currently hiring for high-level roles. Maturity assessments are valuable for businesses of all sizes. They set internal strategic goals based on qualitative progress and allow for growth, optimizations, and better functioning processes and systems. They can be utilized by teams across departments and organizations, from academics to process specialists to small and large businesses. To achieve higher levels of talent acquisition maturity, it’s essential to understand what candidates genuinely value in their jobs. More than ever, employees prioritize a positive workplace culture and opportunities for growth and development as much (or more) as they do pay and benefits. Adapting your hiring strategy to prioritize these candidate priorities is critical to becoming an employer of choice and improving your overall candidate experience.