Frequently Asked Questions

Q1  What is a Recruitment Audit?

The Hill Consulting HRS Recruitment Audit methodology is coupled with our diagnostic tools for evaluating your recruitment function and its performance. As neutral, independent advisers, we partner with clients to objectively review Four Key areas of their recruitment function: People, Process, Place and Possibilities. Our goal is to uncover strengths and weaknesses, cost, and time savings, and increase the quality of your hiring decisions and supplier relationships. From which we can then develop the Recruitment Strategy, looking at your future options such as PRO, In house teams, centralisation, automation, online presence, other tools etc. Developing an action plan for improvement.

Q2  How does it work?

We use our own proven methodology, surveys, templates and processes to deliver each audit. We also have each Audit “peer reviewed” by another expert within the Recruitment Industry.

The Hill Consulting HRS Audit process comprises five key phases, and brings more benefits:

Phase 1 Scoping Phase – The needs, expectations and objectives of the key stakeholders are identified and the “pressure points” around people, process and technology are established. In order to ensure that the process remains flexible, we begin with a brief scoping exercise that defines which areas of analysis will be prioritised. Audits can be tailored to look at specific areas (see later).

Usually undertaken for free with the client before a proposal is drawn up for agreement.

Phase 2 Recruitment Audit Preparation Phase – Pack & Pre Audit Information.

An Audit Preparation Pack is sent out to the key internal contact (usually HR) with step by step details of the audit process and the data and information required from the client. A timetable is then produced and agreed, outlining dates, key milestones. Hill Consulting HRS provides templates to compile all relevant information.

Phase 3 The Audit Phase – (On site interviews and data collection) both qualitative and quantitative reviews undertaken and stakeholder interviews conducted.
Phase 4 Data Analysis and Findings – We take time off site to undertake rigorous data analysis. We use a range of HR metrics and diagnostic tools plus put our industry knowledge and insight to work in order to measure and compare your performance against industry benchmarks, best practice and then consider the various options for your future Recruitment Strategy.
Phase 5 Final Report and Recommendations Phase. The Final Audit report provides the client with an Executive Summary, Key findings and the data behind this, then the recommendations and quick wins leading to an overall Recruitment Strategy or your “next actions” plan, as an outline for the future. The client is presented with a bound Audit Report and PowerPoint presentation prepared and delivered for key stakeholders e.g. the Executive Team.

We pride ourselves on being neutral Independent advisor. Not vendors trying to sell you other services or solutions or technology platforms.

The benefits of conducting a Recruitment Audit are as follows:

Cost reduction and quicker time to hire with improved recruitment services and processes

Invaluable stakeholder feedback from key internal stakeholders, hiring managers and candidates

A review of Diversity practices in Recruitment & the ageing workforce (workforce planning needs).

Improved experience for both hiring managers and candidates

An overall Hill Consulting Score (Benchmarking against what others do)

An overall Recruitment UX score (User experience score and feedback)

A review of your current Employer Brand and EVP (Employer Value Proposition)

A review of current policies and procedures

A review of current tools and suppliers

Measurable improvements and the Return On Investment on any changes made

Q3  How long does it take?

A typical Recruitment Audit only takes four to eight weeks, much is dependant on the size of the organisation. This includes onsite visits, data collection, surveys and report write up to final presentation.

Q4  What is the likely cost?

Cost is dependent on the size and scope of the Audit but typically costs no more that the cost of one permanent hire e.g. (An agency fee on one permanent hire) so very cost effective compared to a companies spend hundreds of thousands of dollars on recruitment per year. Your Return on Investment (ROI) is usually huge, when process improvements are realised.

Q5  What are the benefits?

Our clients usually get huge cost, time and quality benefits and efficiencies following the Audit. They also get true insights into their current practices and tap into over 100 years of experience in the Recruitment industry.

Q6  Why use Hill Consulting HRS than my current suppliers?

We are truly neutral, independent Auditors and Advisers. Not after your vacancies nor providing you with an RPO or on site solution or selling you tools. We give you the best advice for your situation and needs.

Q7  What is a recruitment survey?

These may be online or face to face surveys for clients or for hiring managers that can be undertaken as part of the audit on behalf of the client.

Q8  What is a recruitment strategy?

This is a paper, document or action plan produced following our audit, often with key recommendations for change.

Q9  What is a Recruitment Audit Compass?

This is our unique audit methodology. We take a holistic approach and look at 16 facets of the recruitment lifecycle. Not just process and technology, but things like candidate experience, hiring manager experience, supplier feedback, advertising and employer branding. We also look at issues such as diversity in recruitment and the ageing workforce. To find out more, go here.