Human Resources: Talent Acquisition (1740P)

Program Outcome Statement

Ensure hiring and retention of a highly qualified and diverse workforce.

Program Services

  • Recruitment and selection

Overview

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. In addition, program staff provide classification and compensation services that ensures a competitive and equitable compensation system and maintains a standardized classification plan.

Time-to-fill
(external recruitments)
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, process over 20,000 applications, and conduct classification studies and compensation surveys. Program staff provides excellent services as reflected in the customer survey results. A total of 94% 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 4-5 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 identify options for providing short and long-term staffing solutions, which has enhanced partnerships with customer-departments. Promotion rates reflect that over 60% of management recruitments are filled with internal candidates and 40% of non-management positions are filled by internal candidates.
Recent program accomplishments include: expanding direct sourcing of candidates; creating a recruitment brand and employment web page; expanding the County’s Management Fellowship Program from three to 16 participants; hosting and presenting at the Career Development Day event that attracted over 700 employees; and piloting supervisory and management tests to identify the most qualified candidates for key leadership positions. 

Priorities

Priorities for the Talent Acquisition Program include:
  • Continuing to identify and deploy new recruitment strategies through social media, direct job sourcing, job fairs and other partnerships;
  • Increasing efforts in attracting diverse applicants; and
  • Providing training and guidance to supervisors and managers on use of the County's diverse workforce staffing options.

Author: Rocio Kiryczun, Deputy Director      Contact Email: rkiryczun@smcgov.org      Date Updated: 1/29/18