Talent Advisory - EXPERTISES

​

Structuring the Talent Acquisition function means building an organisation capable of attracting, selecting and retaining the right profiles in a methodical and consistent manner. At Nova Talenta, we help companies professionalise their acquisition process: clarifying their employer image, aligning their teams, making their processes more reliable and optimising the use of digital tools.

​

• Build a consistent employer brand that is embodied across internal and external channels.

• Train dedicated, agile, data-driven teams to harmonise practices and accelerate recruitment.

• Deploy structured, measurable processes to ensure reliable decisions and secure key hires.

• Optimise the use of ATS platforms, LinkedIn Recruiter and analytics tools to streamline operations and strengthen collaboration.

• Design a seamless, personalised candidate experience that is aligned with the company's values.

• Structure onboarding and follow-up to consolidate engagement and reduce turnover.

You drive growth, teams and performance. You want to better understand how to improve your Talent Acquisition function. The following questions outline the topics explored during our audits: governance, processes, candidate experience, employer brand, tools and data. They aim to identify areas of friction, capture the reality on the ground and initiate the transformation of your Talent Acquisition function.

​

• Are some of your projects slowed down by the difficulty of finding the right resources at the right time? Or at what point does recruitment become a risk rather than a lever?

• How is the Talent Acquisition function perceived by the organisation's governance? Is it considered by the executive committee as a support service or as a strategic asset that transforms recruitment into a performance lever?

• How does the Talent Acquisition function balance responsiveness and management—does the team act more like firefighters managing emergencies or architects planning, anticipating and structuring?

• How do your managers fit into the talent acquisition dynamic? Do they feel like they are fully involved? How does information flow with the Talent teams when needs change, sometimes faster than procedures?

• How do your new employees experience their first 90 days? How do you organise onboarding? Do you have a system of internal ambassadors, managers who welcome, guide and facilitate the integration of new employees?

• What do your employees tell you about their experience within the organisation when they leave, and do you plan to talk to them before they leave to understand their reasons (informal, silent)?

• What could be learned by looking at your last ten hires? What feedback have you received from your managers?

• How important is data in your hiring decisions? Is your ATS (Applicant Tracking System) set up correctly and used consistently? How are your teams trained to use the technology to its full potential?