Having worked with and helped many organisations hire top talent, I found the below quote to be very true. All too often- brilliant, innovative companies who are growing quickly, have little time to establish and drive a sound and solid recruitment strategy and hiring happens on a very ad- hoc, need by need basis. A solid understanding of where a company sits in the 'Talent Acquisition Maturity Model', can help hugely in building and growing best practice recruitment strategies.
Companies that have mature TA processes are 160% more likely to achieve higher recruitment performance metrics than those with reactive, traditional methods. Organizations today must be competitive on the people front; after all, they are the most important assets of an organization. It is the organization’s personnel that bring the capabilities of proactive leadership, innovation, creativity, collaboration, and so on—much-desired competencies in today’s business environment. There must transpire a shift from reactive people processes to proactive and predictive processes that leverage data insights to come up with reliable predictions for the future. After all, success is an outcome of being future-ready, and envisioning the future ahead of time is a key advantage.