No clear employer brand
Ad hoc hiring to meet short term needs Basic vetting and selection with a focus on interviews
Basic induction in place Limited retention
Some employer brand differentiation Established recruitment processes Varied
assessment / selection methods Local onboarding Ad hoc, reactive retention
Strong brand with clear employee value proposition, incorporating corporate
and social responsibility, sustainability and ethics Targeted campaigns Articulated employee
value proposition Mature employee referral programme Selection on both capability and
'fit' Onboarding tailored by level and function, with global and local content
Global recruitment strategy linked to workforce
plans Sophisticated digital employer brand Employee advocacy measured and rewarded
Flexible recruitment model incorporating physical, virtual, digital and mobile channels to engage with
potential, current and ex- employees Sophisticated use of technology to facilitate direct sourcing of
candidates Corporate and social responsibility, sustainability and ethics incorporated into candidate
assessments Onboarding tailored to individual needs and requirements for critical roles
Individual preventative retention plans in place for stars and critical roles Global analysis of exit
data, translated into actionable plans
