The framework is a tool to start understanding fundamental questions regarding the success or lack thereof in the Talent Acquisition function.
Examples of questions you should ask are:
The framework is a tool to start understanding fundamental questions regarding the success or lack thereof in the Talent Acquisition function.
Examples of questions you should ask are:
The Pipelabs Framework is designed to answer these and other questions about recruiting talent. No matter the size of the organization, the complexity of the hiring needs, and the maturity of the Talent Acquisition capabilities in place. And as a plug-and-play solution.
Is there a clear-cut answer and set strategy for how the recruitment process engages the right talent by optimizing Pipelining?
Does the organization know how and by which measures to select the right hire by having complete control over Selection?
Is the organization fully aware of costs and process management? Does it have the over-arching strategy that drives recruitment by having Control?
Many recruitment efforts are unsuccessful due to not applying the concept of Qualified, Interested, and Available. This leads to dedicating resources and efforts needlessly without success.
To properly analyze and understand Talent Acquisition, we must distinguish what constitutes a candidate (beyond being a person). Pipelabs defines candidates as Qualified, Interested, and Available individuals. You should not consider any individual who does not meet these criteria as a candidate.
This does not mean that engaging individuals who do not meet the Q.I.A definition is a waste of resources. It might be necessary to build long-lasting relationships with individuals that will eventually lead them to become candidates.
Using this thinking is critical to understand how to handle Talent Acquisition effectively.