Maybe you are struggling with getting enough suitable job applicants, with retention, or with worker performance. Perhaps you have issues with pay equity or representation. It is probably time to question the assumptions that underpin your job design and your talent acquisition strategy.
Alternatively you may be planning a new pursuit, workforce transformation, or even just working on a major tender, and you want to get your talent acquisition planning right.
In both of these scenarios the structure of a skills acquisition strategy intervention looks the same.
Diagnostic session
Needs Analysis
Desktop study
Theory development
Empirically test key assumptions
Recommendations delivered
Diagnostic Session
The purpose of the diagnostic session is to understand the specific challenges and opportunities faced by your organisation. This provides guidance for the needs analysis, but also allows for the identification of the need for other delivery partners if they are required, as well as to scope the project.
Needs Analysis
The most fundamental part of the process is the reframing of the existing skills requirement. Through this process we question the assumptions that underpin your recruitment approach. To collect the necessary quantitative and qualitative data we conduct a workshop with stakeholders, which will include representatives with management oversight, as well as those who are closest to the coalface. Our data gathering is conducted at very high resolution, and will likely involve multiple dimensions of analysis. If you have not commenced operations in the targeted skill area we can use generic default data for the job type.
Desktop Study
The needs analysis will provide us with information to support the creation of worker personas. Alternative personas are derived from the various ways you might structure the jobs which incorporate the skills you require. Those profiles can then be compared to talent available in the workforce (external and internal), using a variety of qualitative and quantitative research methods and workforce intelligence tools. This process will yield a data-led hypothesis as to how you might meet your skill requirements.
Empirically test assumptions
Theories are all very well, but we can’t know if they are valid unless we test them in the real world. We will conduct a trial recruitment process where we approach the target market with an EOI style proposal. Through this exercise we can yield very valuable data on level of interest, salary expectations, preferred working styles, preferred locations and much more. By the end of the empirical stage we can be confident which theoretical approaches are likely to work.
Recommendations delivered
The final stage is the delivery of a Skills Acquisition Strategy document, with recommendations regarding alternative approaches to meet the fundamental skill requirements. This usually includes a recommended sourcing and selection strategy. We are also available to consult during the delivery of the solution.