--- title: Recruitment Function Health Check | Owen Daniels description: Rate your recruitment function across six areas with this 24-question health check. See your score, identify gaps and explore targeted RPO support. --- [![Owen Daniels — Powering Global STEM](https://resources.owendaniels.co.uk/hubfs/2024%20Brand%20Refresh%20Assets/Strapline%20Logo/Owen%20Daniels%20Strapline%202_Off%20White-Sky%20Blue.png)](https://www.owendaniels.co.uk) Section 1 of 6 SectionofResultsSection score← BackNext →See my results →Section completeAnswermore questionmore questionsto continueout of 96Your resultScore by areaSignificant gap (below 50%)Room to strengthen (50–74%)Strong (75%+)Retake the health checkYour lowest-scoring area isScorehttps://www.owendaniels.co.uk/solution/recruitment-outsourcing-rpo RPO & Workforce Capability # Recruitment Function Health Check A scored diagnostic for HR leaders. Rate your recruitment function across six areas to see where it's strong, where it's stretched, and where RPO could add capacity and capability. **6** areas**24** questions**~5** mins [Start the health check](https://resources.owendaniels.co.uk/recruitment-function-health-check-editable#rfhc-tool) Capacity & Volume ManagementCapacityWhether your team can absorb hiring demand, including peaks, without speed or quality slipping. How well does your recruitment team's capacity match current hiring volumes?We're consistently overstretched and roles queue upWe cope most of the time, but peaks cause backlogsWe manage current volumes with occasional pressureCapacity is planned against forecast demand and flexes when needed When hiring volumes spike — a new contract, project or site — what happens?We fall back on agencies for most rolesWe stretch the team and accept slower time-to-hireWe have some flexible resource we can call onWe have a scalable model ready to deploy How far ahead do you forecast hiring demand?We don't — we react as vacancies ariseA few weeks aheadQuarterly, aligned to business plans12 months or more, linked to workforce planning How often do recruiters carry more open roles than they can actively work?Most of the timeRegularlyOccasionallyRarely — workloads are monitored and balanced Sourcing & Specialist KnowledgeSourcingHow well your team finds, engages and credibly assesses scarce STEM talent. How well do your recruiters understand the technical roles they hire for?Limited — we rely on hiring managers to screenA basic understanding of most rolesGood knowledge across our core role familiesDeep specialist knowledge, credible with technical candidates How much of your hiring relies on candidates applying to adverts?Almost all of itMost of itA mix of advertising and direct sourcingProactive headhunting and talent pools lead on hard-to-fill roles For niche or hard-to-fill roles, how often do you get a viable shortlist first time?RarelySometimesUsuallyAlmost always Do you maintain talent pools for recurring and critical roles?NoInformally, in individuals' networksFor some critical rolesYes — actively nurtured for all recurring and critical roles Process ConsistencyProcessWhether every hire follows a clear, timely and fair process, whoever is running it. Is there a documented, standard hiring process used across the business?No — every team does it differentlyIt exists, but isn't widely followedFollowed in most teams, with some exceptionsConsistently followed and regularly reviewed Are there defined timescales for each stage, from brief to offer?No timescalesInformal expectations onlyDefined for some stagesDefined, tracked and reported for every stage How consistently are candidates assessed for the same role?It depends entirely on the interviewerSome shared criteria, loosely appliedStructured criteria for most rolesStructured interviews and scoring for every role How quickly do offers typically go out after final interview?More than three weeksTwo to three weeksOne to two weeksWithin a week Technology & ToolsTechnologyHow well your systems support the process rather than adding manual work. How well is your ATS used across the hiring process?We don't have one, or it's barely usedUsed for some steps, with spreadsheets alongsideUsed for most of the processFully used end to end, with clean data How much of your recruitment admin is manual?Almost all of itMost of itSome — key steps are automatedVery little — scheduling, comms and approvals are automated How well do your recruitment tools connect with HR, payroll and onboarding systems?Not at all — data is re-keyedThrough manual exportsPartly integratedFully integrated How easy is it for candidates to apply, including on mobile?Long forms with no mobile optionUsable, but clunkyStraightforward on most devicesQuick, mobile-friendly and regularly tested Hiring Manager EngagementManagersHow effectively hiring managers brief, assess and partner with recruitment. How good are the role briefs hiring managers provide?Vague or missing — often an old job descriptionVariable, depending on the managerUsually clear, using a standard templateConsistently detailed and agreed in a briefing call How quickly do hiring managers give feedback on CVs and interviews?Days or weeks, often after chasingWithin a weekWithin two to three working daysWithin 24–48 hours, as agreed Are hiring managers trained in interviewing and selection?No trainingAd hoc, for some managersMost have been trainedAll are trained, with regular refreshers How do hiring managers view the recruitment team?As an admin functionAs a support serviceAs a trusted partner on most hiresAs a strategic partner in workforce planning Reporting & DataReportingWhether you have the data to understand performance, cost and quality — and act on it. Which recruitment metrics do you track regularly?None consistentlyBasic volumes — vacancies and hiresTime-to-hire, cost-per-hire and sourceA full set, including quality of hire and retention How easily can you report total recruitment spend?We can't — it's spread across budgetsOnly with significant manual effortReasonably easily for most spendInstantly, from a single source Do you track quality of hire, such as performance or retention at 12 months?NoAnecdotallyFor some rolesSystematically, by source and hiring manager How is your recruitment data used?It isn't, beyond basic reportingReviewed occasionally when problems ariseReviewed regularly to improve the processIt drives workforce planning and investment decisions Significant gaps identifiedYour recruitment function is under strainSeveral areas are holding your hiring back. Gaps like these usually show up as slow time-to-hire, rising agency spend and strong candidates lost to faster competitors.Close the gaps with RPOLet's talk about rebuilding capacity and capabilityAn Owen Daniels RPO partnership adds dedicated capacity, specialist STEM sourcing and a consistent process quickly, without the cost and time of building it all in-house.Talk to us about RPO → Some areas to strengthenSolid foundations, with clear room to improveParts of your function are working well, but some areas are limiting speed, quality or visibility. Targeted improvements here tend to deliver the quickest gains.Targeted RPO supportStrengthen the areas holding you backA targeted RPO model can focus on your weakest areas, such as specialist sourcing, process or reporting, while your team keeps ownership of what's already working.Explore a targeted RPO model → Strong foundation in placeYour recruitment function is in good shapeYou have strong capacity, process and data in place. The opportunity now is resilience and reach: staying fast during peaks and winning the hardest-to-find STEM talent.RPO that complements your teamAdd flexibility and specialist reachRPO can complement a strong in-house team with scalable capacity for peaks, specialist sourcing for niche STEM roles and deeper market insight, without disrupting what works.See how RPO could complement your team → 0 Owen Daniels Recruitment Ltd · [owendaniels.co.uk](https://www.owendaniels.co.uk) · Powering Global STEM