recruiter enablement maturity model
As recruiter enablement is increasingly adopted by internal and external talent teams, companies strive to understand how best they can implement and embed best practices, so the team at TA.guru, with input from the team at Poetry, created this maturity model to chart how these companies can progress.
They charted the different levels companies can expect to move through as they progress and the subsequent impact on their recruitment efforts.
Aligned to this, they looked at the different assets companies will need to build and manage through each level across marketing, operations, learning, and technical tooling.
Finally, they mapped how companies should look to create a culture and alignment between the talent functions and other business areas to extract the most benefits and equally, how leaders are needed to drive the necessary changes through each level and stage of development.
Cathal Grogan, Co-Founder of TA.guru believes “Recruiters don’t want to just sink or swim, they want to be given the tools, knowledge, and content to enable them to be great at what they do. Great leaders will want to provide the tools, generate the content, and create the knowledge that their teams need. This maturity model provides a roadmap for the adoption of recruiter enablement, and is a vital tool that leaders can use to determine where they sit today and what they ought to aim for next.”
Adam Gordon, Co-Founder of Poetry explained “There can’t be many jobs more complex than that of a recruiter and as an industry, we haven’t yet done a great job to enable them with the tools, knowledge and content they need to accomplish their tasks effectively. It’s therefore extremely encouraging to see technology and services emerging to enable recruiters better and this maturity model is a vital tool for leaders to determine their road-map for optimal recruiter enablement.”