Recruitment Domain Framework™

Using a Process Maturity Model, Q4B works with you to outline the current state of six recruitment domain components. Together we'll subsequently identify where you'd like the desired performance level of each recruitment component to fall on a scale from 1 to 5. The difference between the existing and the desired levels represent the current gap. Using this Process Maturity Model, Q4B designs and helps implement the necessary changes (in terms of people, processes, tools and leadership) to close the gap between existing and desired levels of each Recruitment Domain Framework component, resulting in optimized and practical performance targets for your organization.

Level 1 - Ad Hoc
The sourcing process is being done in an inconsistent manner. Sourcing takes place only as a reaction to a Job Order. The chance of finding just the right fit is low and when it does happen, it's usually by accident. Sources are scattered and not consistently used. There is no way to measure the effectiveness of any given source. There is no sourcing strategy.

Level 2 - Repeatable
The sourcing process is documented, at least to the extent that Recruiters understand their responsibilities and are aware of what sources are used and how to use them. Sourcing is planned, but still inconsistent (missed deadlines, forgot to post, too busy). Responses from sources are being checked, but even when little response comes, the source is still used.

Level 3 - Defined
Sources are clearly defined and documented. Sourcing strategy is in place and is consistently used by every Recruiter. The procedures are "standardized" across the organization, but each department or business unit has tailored the procedures to suit their needs. Results are tracked regularly and a failure will trigger specific change. Sourcing is proactive.

Level 4 - Managed
A fully defined and integrated sourcing strategy exists and is integrated with the overall staffing plan. Sourcing is driven by a forecast to hire rather than reactive need. Sources are consistently measured and new sources are being tested. Sources are chosen based on business needs, not ease of use. Specific hiring goals exist for each source.

Level 5 - Optimized
Clearly industry best practices. Most efficient, effective sourcing campaign possible. The Recruiters responsible for sourcing are consistently finding new ways to improve the process. New sources are being assimilated easily. The methodology is defined in such a way that any new Recruiter can pick it up instantly. The strategy can be used even if strategic hiring plan shifts into a new market.

Contact Us today to find out how to leverage Q4B's Recruitment Domain Framework to strengthen your existing recruiting processes.