# The recruitment readiness review
An original HR Roulette Solutions resource

Use this guide to understand where a hiring process needs support before adding activity or technology. It is a practical planning tool, not legal or employment advice.

## 1. Make hiring demand visible
- Which roles are approved?
- Which roles are only possibilities?
- What start dates matter, and why?
- Which roles depend on another hire or business decision?
- What assumptions could change the plan?

## 2. Trace one real journey
Choose a recently completed or active search. Map it from approval to the expected start date.

| Stage | Owner | Time spent working | Time spent waiting | Missing information |
| --- | --- | --- | --- | --- |
| Approval | | | | |
| Brief | | | | |
| Sourcing | | | | |
| Assessment | | | | |
| Decision | | | | |
| Offer | | | | |
| Start | | | | |

## 3. Identify the constraint
Is the main difficulty an unclear brief, limited sourcing capacity, interview availability, slow decisions, an uncompetitive proposition, or inconsistent communication? Do not assume that more applicants will resolve a process problem.

## 4. Choose a proportionate response
- Improve the brief if the team disagrees about what matters.
- Add specialist sourcing if relevant people are difficult to reach.
- Improve coordination if handoffs and interview scheduling are the constraint.
- Consider project or broader recruitment support if demand consistently exceeds internal capacity.
- Review the candidate proposition if people decline for repeated, understandable reasons.

## 5. Agree ownership and measures
Choose a small set of useful measures. Pair delivery information with experience and quality signals. A shorter process is not automatically a better one.

| Question | Measure or observation | Starting point | Review date | Owner |
| --- | --- | --- | --- | --- |
| Where do we wait? | | | | |
| Are shortlisted candidates relevant? | | | | |
| Do candidates understand next steps? | | | | |

## 6. Run a small improvement cycle
Choose one change. State what you expect it to improve. Give it an owner and a review date. Record what happened and what you learned before expanding the change.

Workshop suggestion: 60 minutes with people who own the main hiring stages. Leave with one process map, one priority constraint, and one agreed experiment.