Talent Acquisition Suite Lever launched its Talent Maturity Model to help companies understand their current hiring practices and identify areas for improvement. The aim, Lever said, is to help customers keep pace “with a shifting environment and people’s needs.”
Recent BLS data showed there were 11.4 million job openings in the U.S., which Lever said proves that organizations are still struggling to find the best talent. While it’s clear that hiring and talent acquisition have never been more important than they are today, Lever said, companies can occasionally overlook gaps in their recruiting processes that can be a disadvantage while seeking talent in today’s market. Lever said it created the Talent Maturity Model to help employers evaluate current capabilities, better understand immediate challenges and long-term objectives, and develop an action plan that helps them evolve their approach to their talent acquisition programs.
To support companies better understand their hiring processes and where gaps lie, Lever’s Talent Maturity Model pursues these five stages:
- Foundational: Early-stage organizations have repeatable and scalable processes in place, but are at initial planning stages for DEI and candidate-centric initiatives.
- Accelerating: At this stage, organizations are making progress and regularly optimize and measure recruitment performance. They also have dedicated DEI-hiring and candidate experience goals.
- Dynamic: Organizations at this stage have implemented data-driven talent acquisition programs, but have unpredictable hiring results. They need to better leverage technology for data with actionable insights.
- Strategic: These companies use talent acquisition as a competitive advantage, routinely hiring high-quality candidates and needing to proactively adapt to shifting organizational priorities around talent needs.
- Transformational: These forward-looking organizations implement data-backed hiring practices and DEI initiatives, and are thriving in their talent acquisition strategies.
“It’s critical for companies to understand where they may fall short when it comes to their talent acquisition process,” said Lever CEO Nate Smith. “[our] goal is to support companies in knowing what’s needed to thrive and grow while providing practical steps on how to get there.”
By Mark Feffer
Mark Feffer is executive editor of RecruitingDaily and the HCM Technology Report. He’s written for TechTarget, HR Magazine, SHRM, Dice Insights, TLNT.com and TalentCulture, as well as Dow Jones, Bloomberg and Staffing Industry Analysts. He likes schnauzers, sailing and Kentucky-distilled beverages.
Weekly news and industry insights delivered straight to your inbox.