Most TA Frameworks Are Fluffy. So I Built My Own.

This week in the Holistic Recruiter Club #039

Hello everyone! After listening to you, I will move back to a weekly cadence of writing again until the summer holidays at least.

So, what has been happening since we were last here?

Great news, we have our first group of students enrolled! We only have a few spots left, so feel free to contact me if you have questions or go and register today! It starts on the 19th June.

I also got things growing in the garden. I decided to work on my garden using AI as I dont have a clue about gardening or growing food so I started a small project with the kids this winter and now we are starting to have some things grow! I have made a special GPT that has helped me build! Let me know if you wnat to see the fruits of my labor in the comments!

Are any of you runners?

I have really started to get the running bug, I mean I hated it before as I was a sprinter when I was younger, yet the more I find myself running 2/3 times a week! As I write this Im preparing myself to run 15km for the first time ever, I’ve picked my route, I’ll let you know how it goes next week.

Anyway, enough about me this week, I am going to finally talk about this: -

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Talent Strategy Framework v1

After the ridiculous response I had on this LI and substack post I wanted to build on it and create an actual model / fraemwork for TA's to be strategic.

I didn’t want to just remix another model. I wanted to break it all the way down to the bone, because most frameworks in TA are just recycled management theory with s sprinkle of bullshit.

So here is my attempt not to replicate that.

I asked myself:

What are we actually trying to do when we say ‘TA Strategy’?

What would it look like if we rebuilt that idea from the ground up, with no assumptions, no bullshit buzz words just whats happening in reality today.

So I went back to basics and applied first principles thinking, something I was taught during my first stint working for a scaling business.

Instead of starting with what TA normally does, I started with what TA needs to be true to make a real impact.

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If you are unfamiliar with First principles, this is what it means asking:

– What’s the core truth of the situation?

– What assumptions have we inherited without questioning?

– What’s the simplest version of the problem & how do we solve that?

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So here is what I came up with after a lot of pen and paper work, as I’ve been circling around this for weeks.

I realised that whilst writing this, that ultimately TA strategy fails not because we don’t want it, but because we act without having all the full picture.

And this is what I have initially come up with, this is the “4’s framework” probably needs a new name! It allows us to take a moment to see what is going on before acting, and listen to ourselves and others. It is also a continuous loop so you will always be improving/learning.

Please share all your feedback in the comments DON’T BE SHY :)

If you want to part of a workgroup to work on this let me know.

Next week, I will build on this and go through a few examples of where we can apply this with practical examples, so it doesn’t feel like pie in the sky. And start to break down each section as I see it, plus i will try and incorporate what I get as feedback.

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Metrics Explained Series

For the next ten weeks, I will share some of the work me and

Jean-Marie Caillaud

have done on recruitment metrics! Starting with Time to Fill as becasue this is one of the most common metrics to get mixed up. It was also the most viewed metric on our Recruitment Metrics Bible last month

Metric Name

Time to fill

Most common definition

Days from job opening to candidate start date.

How is it calculated?

Candidate Start Date - Job Opening Date

Why it matters

Indicates recruitment efficiency and hiring speed; impacts business productivity and workforce planning.

Common mistakes

Not separating internal/external hires; ignoring role complexity; measuring inaccurately (e.g., not starting from requisition approval).

if you want to know how to improve it or how to best visualise it, click here .

Watch this week’s explainer video below:

English Version

French Version

Funny of the week

I haven’t done this for a while, and now I have a backlog of some brilliant ones! Hopefully, this will make you giggle at your desk!

digitalboss_duo

A post shared by @digitalboss_duo

Thanks again for reading and your support, have a jolly nice weekend!! Don’t forget to share with some one who needs the Holistic Recruiter Club in their lives!