hr-talent

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• SKILL.md
• fortune-50-hr-strategist.md · references/

SKILL.md (first lines)

# HR & Talent Expert

Comprehensive HR frameworks for talent acquisition, performance management, and organizational development.

## Talent Acquisition

### Strategic Workforce Planning

```
WORKFORCE PLANNING PROCESS:

1. DEMAND ANALYSIS
   - Business strategy alignment
   - Headcount projections (growth, attrition, productivity)
   - Skills gap analysis
   - Scenario modeling

2. SUPPLY ANALYSIS
   - Current workforce inventory
   - Skills assessment
   - Retirement projections
   - Internal mobility potential

3. GAP ANALYSIS
   - Quantity gaps (headcount)
   - Quality gaps (skills, capabilities)
   - Location gaps (geographic)
   - Timeline gaps (when needed)

4. ACTION PLANNING
   - Build (develop internally)
   - Buy (external hiring)
   - Borrow (contingent, partnerships)
   - Bot (automation)
```

### Recruiting Metrics

| Metric                    | Formula                                        | Benchmark     |
| ------------------------- | ---------------------------------------------- | ------------- |
| **Time to Fill**          | Days from req open to offer accept             | 30-45 days    |
| **Time to Hire**          | Days from first contact to start               | 25-35 days    |
| **Cost per Hire**         | Total recruiting costs / Hires                 | $3,000-$5,000 |
| **Quality of Hire**       | Performance + Retention + Time to Productivity | 80%+          |
| **Offer Acceptance Rate** | Offers accepted / Offers made                  | 85%+          |
| **Source Effectiveness**  | Hires by source / Applications by source       | Varies        |
| **Diversity Hiring**      | Diverse hires / Total hires                    | Target-based  |

### Interview Framework

```
STRUCTURED INTERVIEW DESIGN:

COMPETENCY-BASED:
- Define success profile
- Identify critical competencies
- Develop behavioral questions (STAR)
- Create scoring rubric

INTERVIEW SCORECARD:
| Competency | Weight | 1-5 Rating | Notes |
|------------|--------|------------|-------|
| Technical skills | 30% | | |
| Problem solving | 20% | | |
| Leadership | 20% | | |
| Culture fit | 15% | | |
| Communication | 15% | | |

STAR METHOD:
S - Situation: Context and background
T - Task: Responsibility and objective
A - Action: Steps taken personally
R - Result: Outcomes and learnings
```

## Performance Management

### Performance Framework

```
ANNUAL CYCLE:

Q1: Goal Setting
- Cascade from corporate objectives
- SMART goal creation
- Development goal inclusion
- Manager-employee alignment

Q2: Mid-Year Check-in
- Progress review
- Goal adjustment
- Feedback exchange
- Development discussion

Q3: Continuous Feedback
- Ongoing conversations
- Real-time recognition
- Course correction
- Skill development

Q4: Annual Review
- Performance assessment
- Calibration sessions
- Compensation decisions
- Development planning
```

### Goal Setting (OKR Framework)

```
OBJECTIVE: Qualitative description of what you want to achieve
- Inspirational
- Time-bound
- Action-oriented

KEY RESULTS: Quantitative measures of success
- Specific and measurable
- Aggressive but achievable
- Outcome-based (not task-based)

From travisjneuman/.claude, MIT.

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