Optimising Talent Acquisition: A Phased Approach
Utilities
Queensland
2023
Bright People partnered with a major energy sector organisation to transform its Talent Acquisition function, addressing inefficiencies and enhancing the experience for candidates and hiring leaders alike. Through a two-phased approach, phase 1 included a comprehensive review and phase 2 included a future-state design, this project delivered a robust Talent Acquisition Strategy, optimised team structures, and set clear organisational roles.
Situation
Bright People was engaged by a major player in the energy sector to address inefficiencies in their Talent Acquisition (TA) function. The organisation faced challenges in acquiring the right talent to meet current and future demands. The existing TA processes lacked efficiency, reliability, and consistency, impacting candidate experience and the overall effectiveness of the function. To address these issues, Bright People was commissioned to conduct a thorough review (Phase 1) of the current state of the TA function and then re-engaged to deliver the Future State Design and its Implementation (Phase 2).
Solution
Bright People executed a comprehensive review of the TA function, identifying several areas for improvement. The solution involved a two-phase approach:
1. Phase 1: Current State Review
- Analysed the existing TA function to pinpoint inefficiencies and areas for improvement.
- Identified opportunities to enhance efficiency, reliability, repeatability, customer experience, and candidate attraction while reducing risk.
2. Phase 2: Future State Design and Implementation
- Developed a Talent Acquisition Strategy aligned with organisational goals.
- Created a Talent Function Service Proposition including Service Levels, RASCI (Responsible, Accountable, Support, Consulted, Informed) matrix, and performance measures.
- Designed end-to-end process maps and supporting work instructions.
- Developed recruitment artefacts to support the new processes.
- Implemented organisational design enhancements, including structure optimisation, FTE calculation modelling for resource estimation, and success profiles.
- Established a Technical and Behavioural Capability Framework.
- Provided transition support with a recommended change management approach.
Outcome
The project resulted in significant improvements across several dimensions:
- Candidate and Hiring Leader Experience: Enhanced processes led to a better experience for both candidates and hiring leaders.
- Team Design: The new team structure supported the updated service proposition, clarifying roles and responsibilities.
- Organisational Clarity: The revised design provided clarity on the team structure and identified areas requiring capability uplift.
Bright People’s intervention ensured that the Talent Acquisition function was well-equipped to effectively meet the organisation's current and future talent needs.
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