Table of Contents
- The Importance of Deep Assessment
- People: Your Powerhouse
- The Challenge: Where to Begin?
- The Solution: Assessing and Addressing Gaps
- The Assessment Process: Self-Assessment and Managerial Observation
- Building a Path Forward: Using the Data
- The Full Assessment: Addressing Multiple Areas
- Need Help? Reach Out to BOOST
- Key Takeaways
- About BOOST’s Talent Acquisition Team
Well, it’s about that time again, folks! We are rounding the corner and making our way into the second half of the year (crazy how six months can fly by!), which means NOW is a crucial time to assess your progress towards your 2023 goals for govcon recruiting. Now that we have half a year solidly under our belts, it’s important to take a minute to step back, review our targets, track our headway toward our objectives, and realign our processes to make sure we are on point to hit that “holy grail” we are shooting for by the end of the year.
The Importance of Deep Assessment
During this time of assessment and consideration, we encourage you to not only look at the immediately visible progress towards your goals (accomplishments or roadblocks) but to dig deeper and focus on evaluating the core dynamics of your recruiting team (individual needs as well as daily operations) and address any needs or issues at the root.
People: Your Powerhouse
When it comes down to it – PEOPLE are your powerhouse – they are the driving force in accomplishing your organization’s end goals. This is why it is so critical to ensure your team members have the tools, support, training, processes, and recognition to truly thrive in their respective roles.
The Challenge: Where to Begin?
You might be asking – how would I even begin this process?? It might feel overwhelming, BUT we fully believe that to improve or change outcomes, you and all hr for government contractors must address things at the core – and the core is the PEOPLE.
The Solution: Assessing and Addressing Gaps
To enact real, powerful change, we need to set aside the time to assess and discover where the ‘gaps’ are and what is needed to best support, encourage, and upskill your recruiters. We know everyone is crazy busy – but taking the time to do this can be a GAME CHANGER when it comes to maximizing your team’s value and capabilities and ensuring the next six months take you where you want to go!
The Assessment Process: Self-Assessment and Managerial Observation
We recommend carving out the time to complete a full assessment of your recruiting team that comes from two perspectives – from the recruiters themselves AND from their supervisors/managers. A simple self-assessment form can be a great tool to quickly gather information on how each recruiter feels about their own personal skills and abilities. We recommend developing a series of qualifications that are ranked on a predetermined scale (i.e., ‘1 = Very Confident’ all the way to ‘5 = Not Confident’) that showcase where they feel they excel or need improvement.
The next step in this process is to have your supervisors/managers complete an observational assessment of these same qualifications in each employee ranked on another predetermined scale (i.e., ‘1 = Very Proficient’ all the way to ‘5 = Needs A Lot of Improvement’).
Building a Path Forward: Using the Data
Now that we have gathered this crucial data, we can begin to use it to build a path forward that benefits the whole organization. When your people are empowered to excel, your organizational operations follow suit. Each employee and manager should get together, compare the data, discuss any pain points, and develop a set of achievable steps (training, coaching, new tools, support, process improvement, etc.) that will help each individual progress in their career by improving the hard skills and soft skills that are required to thrive within talent acquisition.
The Full Assessment: Addressing Multiple Areas
This is just a taste of what would be encompassed in a full assessment, a truly effective evaluation would uncover and address “gaps” across multiple areas within the function – which we have laid out below.
- Resources / Tools / Systems
- Time / Efficiency
- Standard Processes / Effectivity
- Budget / Cost
Need Help? Reach Out to BOOST
If you have any questions about this process, where to begin, or want a hand in jump-starting the second half of your 2023 – reach out to BOOST today! We are here to help however we can, and our seasoned consultants are ‘circus ringleaders’ when it comes to directing the ‘dog and pony show’ that is this evaluation process!
- Mid-Year Evaluation: The second half of the year is a crucial time to assess your progress towards your recruiting goals and realign your processes.
- Deep Assessment: It’s important to dig deeper beyond immediate progress and evaluate the core dynamics of your recruiting team, addressing any needs or issues at the root.
- People as Powerhouse: Your team members are the driving force in accomplishing your organization’s end goals. Ensuring they have the necessary tools, support, and training is critical.
- Addressing Gaps: To enact real, powerful change, it’s necessary to assess and discover where the ‘gaps’ are in your team and what is needed to best support and upskill your recruiters.
- The Assessment Process: A full assessment of your recruiting team should come from two perspectives – the recruiters themselves and their supervisors/managers.
- Using the Data: The data gathered from the assessments can be used to build a path forward that benefits the whole organization, helping each individual progress in their career.
- The Full Assessment: A truly effective evaluation would uncover and address “gaps” across multiple areas within the function, including people, resources, time, processes, compliance, and budget.
- Getting Help: If you need assistance with this process, there are seasoned consultants available to help guide you through this evaluation process.
About BOOST’s Talent Acquisition Team
That Talent Acquisition Team at BOOST includes Maryanne Harring, Carole Satlak, and Jordan Hendrick. This seasoned team of professionals each bring their own flavor of expertise to the table. Maryanne is the guru of Compliance; Carole is a specialist in Organizational Development and Jordan is the wizard of Process Improvement. Together they make the perfect recipe for success.