A short overview of Omni's proprietary Recruitment Effectiveness Assessment (REA). Benchmark your internal recruitment activities against Omni's best practice Recruitment Maturity Matrix

1. Recruitment Effectiveness
Assessment
(REA)
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3. REA - Summary
 Assess current recruitment practices compared to best practice
 Benchmark against Omni’s Recruitment Maturity Matrix
 Red-Amber-Green Report
 Develop Roadmap and Business Case for Change (Value-added content)

4. REA – 3 Levels
1. Bronze – Single assessment meeting or workshop with HR with follow up
results meeting
2. Silver – Small number (3 days) of focused workshops & interviews with
senior stakeholders & hiring managers
3. Gold – All stakeholders consulted including candidates and agencies for a
true 360 perspective of the recruitment landscape (5 days)

5. Maturity Matrix

6. REA – 4 Workstreams
Each assessment option will follow the same four Workstreams:
Data Gathering - Omni will carry out face-to-face meetings, telephone
interviews, online surveys and data analysis of recruitment information.
Data Analysis – We use the results to benchmark the recruitment practices in
terms of Omni’s Recruitment Maturity Matrix.
Development of Recommendations – Production of a Next Steps report
targeting each of the key recruitment challenges.
Presentation of Results – full report & presentation of findings back to the
business to enable buy-in for the next steps.
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7. Example Extract
Maturity Matrix Element Level Issue Requirement
A formally defined, understood and
Define specific recruitment strategy
communicated people strategy in
to fully reflecting CompanyX’s
place to reflect the focus of CompanyX.
Strategy 3 values. Development of quality
People strategy in line with overall
strategic recruitment activities
business strategy
around brand & talent
There is a recruitment team and manager Clear definition, buy-in and
dedicated to recruitment. However the understanding of recruitment
accountability of this team and the responsibilities across CompanyX
Recruitment Responsibility 1 accountability of HR and recruiting to include candidate
managers for recruitment activities and management, and overall
performance (including in particular performance (including costs,
candidate management) is unclear. TTH and quality).
Recruitment processes are ill defined and
unclear across the organisation. Local
processes in particular areas, e.g. for A single consistent recruitment process
volume roles, are understood and that provides all stakeholders
Process Management 1
practiced. However the process for with a consistent experience and
recruiting specialist roles and is adhered to.
procedures between offices is different
and varies between roles even.

8. REA – Key Benefits
 Snap shot / x-ray of current recruitment practices against best practice
(Bronze)
 Detailed understanding of the recruitment challenges facing the organisation
(Silver)
 An impartial ‘next steps’ guide to addressing the key challenges (Silver)
 A strategic blueprint for transformation of recruitment towards a best
practice model, and development of a business case for change (Gold)