Design a talent acquisition function that works.
A strong talent acquisition model provides hiring managers with reliable guidance and leadership with a clear view of recruitment performance. We help organisations assess their internal recruitment design and develop practical improvements across the hiring journey.
The business challenges
Roles open without clear criteria
Vague job descriptions and inconsistent competencies create avoidable rework.
Decisions stall between stages
Unclear approval rights and fragmented feedback can delay recruitment.
Hiring outcomes are difficult to compare
Without stage data and agreed definitions, it is difficult to target bottlenecks.
How we help
Recruitment diagnostics
Assess role approval, sourcing channels operated by the client, screening stages, interviews, offers and onboarding handoff.
Process redesign
Develop internal SOPs, responsibility matrices and stage-control points.
Interviewer capability
Build role-specific interview questions, scoring guides and manager training.
TA analytics
Define requisition aging, stage conversion, time to fill, offer acceptance and candidate experience measures.
How our talent advisory works
Every talent engagement begins with diagnostic evaluation of hiring funnels or career milestones. Advisory proceeds through five defined stages to deliver structured, evidence-based outcomes.
Audit
We review current hiring workflows, agency spend, role descriptions, and assessment consistency across hiring teams.
Calibration
We define structured competency scorecards, objective evaluation criteria, and role performance benchmarks.
Workflow
We design streamlined interview stages, candidate assessment tools, and transparent hiring decision ownership.
Coaching
We coach interviewers and hiring managers on objective, evidence-led assessment to eliminate evaluation bias.
Metrics
We establish recruitment funnel metrics (quality of hire, conversion speed, retention) to govern long-term talent outcomes.
What clients can expect
Talent deliverables deliver structured interview scorecards, process maps, role evaluation rubrics and hiring governance toolkits.
Objective assessment criteria and disciplined hiring workflows reduce expensive recruitment turnover, eliminate manager bias and protect your employer brand. Outcomes depend on baseline conditions, client implementation and the agreed work programme.
Frequently Asked Questions
Does HANCE provide candidate placement or contingency recruitment?
No. HANCE is an advisory and talent process governance practice, not a recruitment agency. We do not provide contingency recruitment, headhunting, or volume staffing. We design hiring workflows, selection scorecards, interview rubrics, and provide managed hiring coordination.
What is managed hiring process support?
Managed hiring process support audits and coordinates candidate screening, interview calibration, and candidate communication using structured scorecards to eliminate hiring bias and reduce managerial interview hours.
What is included in executive CV and LinkedIn advisory?
Executive career advisory focuses on evidence-based positioning for senior leaders, structuring measurable commercial impact, governance capability, and board readiness without generic adjectives.
Start the conversation
Discuss the people challenge behind your business goals. We will establish whether a focused diagnostic, project or defined advisory retainer is appropriate.