Talent Acquisition Maturity Assessment

Most talent acquisition teams operate without a clear understanding of their maturity level. This 22-point assessment framework by the brilliant Adriano Herdman (Move Co-Founder) helps you identify exactly where your TA function stands and which areas need immediate attention.

How to Use This Assessment

Answer each question with a simple yes or no. Score one point for each "yes" answer. The total score reveals your TA maturity level and guides your improvement priorities.

Assessment Framework

Technology (3 points)

• Do you use an applicant tracking system?

• Have you adopted candidate-sourcing tools?

• Are hiring automations in place?

Strategy (3 points)

• Is there a 6-12 month hiring roadmap?

• Do hiring goals align with business objectives?

• Have you defined candidate personas?

Process (3 points)

• Are interviews conducted with a structured methodology?

• Is your hiring process documented with clear evaluation criteria?

• Do you follow a formal role-creation process for team alignment?

Employer Branding (4 points)

• Do you have a compelling Employee Value Proposition?

• Are you showcasing your culture on social media?

• Is there a dedicated careers page on your website?

• Do you monitor candidate sentiment and engagement?

Hiring Metrics (4 points)

• Do you measure Quality-of-Hire?

• Are you assessing recruitment channel effectiveness?

• Do you track Source-of-Hire?

• Do you collect candidate experience feedback?

Costs (2 points)

• Is a recruitment budget formally allocated?

• Do you monitor budget adherence?

Hiring Performance (3 points)

• Do you feel confident hiring top talent?

• Is there an actively managed talent pipeline?

• Do you maintain in-house recruiting capability?

Scoring Guide

17-22 points: High maturity - Your TA function demonstrates strong capabilities with fast fills and strong retention rates.

11-16 points: Solid foundation - You have the basics covered but significant room for optimization remains.

0-10 points: Multiple critical gaps - Your TA function needs substantial development across multiple areas.

Key Insights

Teams scoring 17 or higher complete hires approximately 40% faster and retain new hires 25% longer than lower-scoring teams.

Employer branding and hiring metrics represent the most commonly underdeveloped areas, yet they directly impact candidate quality and engagement levels.

Implementation Strategy

Use this checklist as a quarterly review tool. Assign owners for each dimension and track improvements over time. Focus on the lowest-scoring categories first, as these likely represent your biggest barriers to hiring success.

The assessment provides a clear roadmap for TA improvement. Regular reassessment ensures continuous progress toward a more effective talent acquisition function.