Kenexa Recruitment Process Consulting Services

Kenexa partners with global organizations to provide consulting service offerings to address both strategic and tactical talent acquisition concerns. Such engagements begin with the analysis of existing organizational processes and infrastructure and end with turnkey strategies delivered to the designated execution and integration resources.

Many such engagements begin with the facilitation of detailed surveys that gather current process and technology information. Once the survey results are collected and analysis of survey data is completed, findings reports and subsequent plans and tools are developed that incorporate the organizational talent goals and business objectives.

Organizations that Use Consulting Services Include:

• Organizations seeking to initiate organizational and process improvements within major portions of their talent acquisition function
  
• Organizations seeking to design cost-effective, scalable recruiting solutions necessary to handle interim and spiking needs or significant projected growth in certain key regions or talent segments
  
• Organizations considering re-organization of recruiting operations, either to a centralized, or decentralized operating model
• Organizations evaluating synergies, standardization and outsourcing support for their global recruitment process
  
• Organizations seeking to maximize HR’s consultative and strategic inputs provided to the business as related to matters of talent, while examining current transactional recruiting responsibilities and associated time-cost value analysis
  
• Organizations evaluating migration to a global Applicant Tracking System platform to support recruitment 

Outcomes of Consulting Service Engagements

• Recommendation of best practices to accommodate global concerns as well as necessary regional compliance and legal considerations
  
• Suggested improvements to the current state recruitment process
  
• Standardization of recruitment processes and tool application and incorporation of new efficiencies across all operating regions
  
• Centralization, review and edit and creation of recruitment program tools and forms
  
• Metrics development and enhanced data reporting packages, including the establishment of critical success factors to measure and evaluate organizational effectiveness
  
• Creation of a reporting needs matrix by audience, data, frequency and delivery 
  
• Requisition analysis and prioritization tools that rank requisition priority, complexity and business need against requisition process workflow 
  
• Sourcing strategies and market insight reports by talent segment
  
• Development of a role analysis matrix, incorporating tasks, high/low value designations, units of work by week and staff name and summary of workload distribution by task
  
• Creation of a training and transition plan including content, logistics management, presentation and format creation
  
• Creation of change management and communication plans by audience, key message, frequency, delivery and measurement of effectiveness 
  
• Optimization plans for incorporating process suggestions into correlating HR and recruitment systems 
  
• Increased compliance with and optimization of new or existing applicant tracking systems to suit the new recruiting infrastructure and responsibilities
  
• Initiation and coordination of correlating system configuration requirements
  
• Development of HR leadership and talent optimization tools, such as employee referral programs, diversity strategies, workforce planning tools, university relations strategy and compensation plan analysis
  
• Procedural outline for scheduled three-month, six-month and 12-month process audits