We need to sell our story better to attract the best talent.
Competition for talent comes increasingly from employers outside our sector.
Attractive candidates increasingly have specific working preferences that we struggle to meet (i.e., work-life balance, LGBT expectations, pets-at-work, etc.).
With greater remote working, we need to tap into broader talent pools (i.e., veterans, retirees, minorities, etc.) to access specific skills.
We see high candidate drop off rates during the hiring process.
We have high attrition rates in specific divisions which are hurting our business.
We are looking to outsource/re-insource our core recruitment operations.
Mercer’s approach to talent acquisition strategy
A customised talent acquisition strategy for you:
Business/HR/Talent management strategyMust win battles with people priorities
Talent attraction and acquisition strategyTranslation of business and people needs into talent acquisition and development strategies.
Talent acquisition servicesServices and offerings in the field of talent acquisition.
of executives worry about hiring the right talent at the right price at the right pace.
companies who say their workforce is energised use an AI-powered talent intelligence platform for external hiring vs. 30% who don’t.
Mercer’s talent acquisition services
|Talent acquisition check||Employee value proposition (EVP) development and improvement||HR marketing and relationship management|
|Alignment of requirements from the corporate strategy and the workforce strategy. Definition of target groups, analysis of current recruitment tools. Definition of target picture and clarification of tools and processes.||Analysis of the employer quality and attractiveness, formulation of the employer value proposition according to authentic, relevant and differentiating factors. Development of internal and external communication as well as a creative concept.||Alignment of requirements from the talent acquisition and workforce strategy. Development of a candidate relationship management (CRM) concept focusing on pool filling, pool maintenance (i.e., candidate interaction) and pool search in alignment with recruitment process and organisational set up.|
|Talent acquisition transformation||Employer branding and employer attractiveness||Onboarding|
|Reorientation of the recruiting organisation, derivation of roles, processes and service levels (including state-of-the-art tools), and the overall design of a candidate-centric recruiting experience.||Improvement of employer substance (i.e., creation of new benefits and offers), and the design of modern ways of working and culture.||Design of the future target group specific onboarding experience, including roles, processes, formats and technology support with a focus on the overall candidate experience.|
Talent acquisition services
Talent acquisition transformation: Content, processes, roles, organisation and capacity
Creative concepts, assessments, search and trainings
Mercer’s point of view on talent acquisition
Why work with Mercer’s talent acquisition consultants?
Mercer’s team of consultants can work with you on a talent acquisition model that includes attracting the best skilled and talented candidates and set-up initiatives to retain them while maximising their contributions to your company. Our depth of experience and breadth of solutions means we can:
- Work with you from strategy to implementation to the creation of your communication and media strategy.
- Share case studies of our proven experience in working with global organisations of any size and industry.
- Deliver examples of being one of the most awarded service providers in the industry.
- Share our global talent acquisition network and established ecosystem that includes many talent acquisition technology companies, job boards, RPO providers and agencies.