Human Resources: Talent Acquisition (1740P)
Program Outcome Statement
Ensure hiring and retention of a highly qualified and diverse workforce.
- Recruitment and Selection
Talent Acquisition provides innovative, responsive, fair, and consistent recruitment and selection services to County departments, employees, and job applicants to ensure the County employs a qualified and diverse workforce that delivers essential services to the public.
SMC vs. ICMA
Average Cost of Recruitment
Percent of positions filled by internal candidates - management vs. non-management
Story Behind Performance
Program staff annually administer over 500 recruitments and process over 15,000 applications. Program staff provides excellent services as reflected in the customer survey results. A total of 97% of hiring managers surveyed indicate that they are satisfied with their new hire after six months and that their overall recruitment experience is excellent or good. The time-to-fill positions is 7 weeks for external recruitments and 4 weeks for internal recruitments which are better than the industry standard of 9 and 6 weeks respectively. This is due to new recruitment strategies that staff continue to implement. Staff collaborate with departments to meet hiring needs by identifying options for providing short and long-term staffing solutions, which has enhanced partnerships with customer-departments. Promotion rates reflect over 69% of management recruitments are filled with internal candidates and 54% of non-management positions are filled by internal candidates.
Recent program accomplishments include: expanding direct sourcing of candidates; increasing our social media presence; and increasing our ability to effectively and efficiently streamline recruitment efforts through technology.
Priorities for the Talent Acquisition Program include:
use of technology to assist with recruitment efforts. This would include
developing our brand, continuing to increase our social media presence and sourcing
efforts and using data analytics to evaluate the effectiveness of these
collaboratively with the EEO Division on the Diversity and Inclusion
Initiative, especially as it relates to recruitment and testing processes; and
to streamline recruitment efforts by increasing our use of technology,
researching more effective online testing products and creating “quick reference cards” to assist hiring managers and PRCs on
how to effectively use our current technology to streamline the