Start with the mini or go straight to the full assessment
If you first want a feel for how the assessment works, start with the 2-minute mini version: you answer a small set of questions and get a sample result for one component.
When you’re ready, take the full assessment (≈20 minutes) to get:
- A complete maturity baseline across 21 components
- A clear view of what to fix first to improve predictability and decision quality
- An instant report you can use to align TA and stakeholders
No account. No waiting. Your full report is generated immediately.
Want to know where you stand?
Get your personal report now.
Run TA like a performance function
Most TA teams look busy, yet delivery stays reactive. The reason is rarely effort — it’s the absence of a measurable operating system.
Recruiting Excellence defines the outcome as:
- Hires the right people.
- Deliver exactly on time.
- In a cost-effective manner.
This assessment helps you see where your system is strong, where it breaks, and what improvement order will move the needle fastest.
See your maturity across 21 components
Instant personal report (free). Team comparison is part of the optional engagement.
Recruiting Excellence Methodology
The Business Assessment is grounded in the Recruiting Excellence Methodology: a standardized model to assess and build high-performing TA functions. It measures maturity in a way that is comparable, practical, and designed for continuous improvement.
It scores maturity through four lenses:
- People: capability, roles, and operating discipline
- Process: consistency and quality of execution end-to-end
- Technology: tools that enable scale, control, and automation
- Sentiment: adoption, trust, and day-to-day experience
This creates a clear baseline and a shared language to improve your TA function quarter after quarter.
This refers to the individuals responsible for executing, managing, and supporting the Talent Acquisition function. It includes recruiters, hiring managers, team leaders, and other key stakeholders who influence or directly participate in Talent Acquisition activities.
This represents the structured workflows, activities, and practices that guide the recruitment process from start to finish. And the strength of the process determines the predictability, transparency, and reliability of the recruitment function.
This encompasses the tools, platforms, and systems used to support and enhance recruitment processes and decision-making. Technology determines how easy it is for the people to follow the designed processes.
Understand how each element is perceived in daily practice and identify where friction or frustration exists in People, Process or Technology that may block effectiveness.
Optional: Team benchmark & workshop
For organisations ready to move from reactive hiring to predictable performance, with a clear baseline, leadership alignment, and a repeatable method to improve.
Run the assessment across your TA organisation and receive one consolidated report that shows maturity by team, location, or recruiting area.
See where performance differs across your organisation and pinpoint which gaps are systemic vs. isolated, side-by-side and in plain language.
See how your TA maturity stacks up against the global dataset, so leaders understand whether your capability is below market, at market, or ahead of the curve.
A structured session with your entire TA team to translate results into a clear fix order, ownership, and next steps your stakeholders can support.
Install a continuous improvement model that helps you prioritise, scope, and run improvement work quarter over quarter using the Recruiting Excellence assets.
Turn priorities into a quarterly roadmap with measurable outcomes, so you can track adoption and impact ,and build leadership confidence over time.
Talk to us about the workshop
Interested in running the team benchmark and converting results into a quarterly improvement roadmap? Drop your details and we’ll follow up.
Who we are
Talent Acquisition practitioners with an extensive recruitment knowledge in larger corporates around the world.
Tony de Graaf
With decades of experience across the Americas, EMEA, and Asia-Pacific, I’ve built and transformed high-performing Talent Acquisition teams for some of the world’s biggest companies.
I don’t just talk about Talent Acquisition – I build and implement the strategies that make hiring a competitive advantage.
Marcel Rütten
With over 15 years in HR, I have established myself as a Global TA Lead, HR blogger, podcaster, and author, contributing significantly to the evolution of recruiting, personal marketing, and employer branding in Germany.
I am passionate about transforming HR practices to create people-centric organizations supported by technology and data.