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Build Hiring Capability. 
Improve Recruitment Efficiency.

Recruitment Skills Training and Health Checks that reduce hiring risk, improve decision-making, and deliver better workforce outcomes.

Hill Consulting HRS is a specialist Recruitment Training and Talent Acquisition consultancy helping organisations improve hiring outcomes. We build the capability of Hiring Managers, HR teams and Talent Acquisition professionals through practical recruitment training, advisory services and recruitment reviews.

Our focus is simple

Helping organisations improve recruitment efficiency.

What We Do

We help organisations:

  • Build Hiring Manager recruitment capability
  • Improve interviewing and selection skills
  • Reduce bias and increase consistency
  • Strengthen recruitment compliance
  • Improve candidate experience
  • Optimise recruitment processes and technology

Alongside our Recruitment Skills Training programs, we provide Talent Acquisition advisory, Recruitment Health Checks and HR technology optimisation.

Explore our Services

Why We Do It

Many Hiring Managers and Talent Teams are responsible for recruitment decisions but have never received formal recruitment training. 

Poor hiring decisions cost organisations time, money and productivity.

Our purpose is to help organisations build the skills, processes and confidence needed to make better hiring decisions.

Why Choose Hill Consulting HRS?

Our team combines decades of experience in Talent Acquisition, recruitment leadership and workforce strategy with practical, engaging training that delivers real-world results.

What this means for you

✔ Practical, expert-led training
✔ Better hiring decisions
✔ Reduced recruitment risk
✔ Improved candidate experience
✔ Stronger recruitment capability

Our Team

young team looking at computer screen in office to 2021 08 26 16 32 28 utc

Our trainers and consultants are experienced Talent Acquisition and recruitment leaders who have worked across corporate, government and not-for-profit sectors.

We bring practical experience, proven methodologies and a passion for helping organisations build stronger recruitment capability.

Meet the Team

young team looking at computer screen in office to 2021 08 26 16 32 28 utc

Not sure where to start?

Start with a Recruitment Health Check, or 
explore one of our Recruitment Skills Training programs.

Still not sure? Why not schedule a discovery call?
A 30-minute call to discuss your current recruitment challenges and answer questions  you might have.

Schedule a Discovery Call

Case Studies

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Recruitment ATS review

small hr strategy meeting

Client:

Large Petrochemical Company

Challenge:

To review all existing recruitment practices across three very different divisions and make recommendations for improvement to TA or RPO. Including at looking at new ATS options.

Approach:

Identified an additional $5.2 million of “unseen” spend, highlighted 20 “suppliers” who were not on the official panel. Put forward 13 key recommendations for recruitment process improvement, with potential cost savings of 56% on temp fees and on costs, a saving of $892K. Tighter cost controls, improved standards & increased cross divisional efficiencies.

Impact:

Full Recruitment Review Undertaken over a three-week period.

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RPO Vendor Selection

training meeting 2

Client:

National Retail Chain of Stores

Challenge:

To help create a new centralised TA / recruitment team, to provide centralised, national support for local store managers by helping select a new Master Vendor for all retail recruitment.

Approach:

Acted as neutral independent consultant, working as part of Project Team with HR, Line Managers and Procurement Dept to draft tender document, vet tenders submitted, attend vendor site visits, question viability of models proposed & check capabilities of vendors.

Impact:

Lead to thorough, prompt, successful selection of new RPO Vendor.

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High Staff Turnover Challenge / Increase Retention

handshake

Client:

Multinational Health & Pest Control Company

Challenge:

Extremely high turnover of staff, particularly in the sales force. Wished to know why and what could be done to change such a trend. Most people leaving in the first three months.

Approach:

Recruitment Audit Undertaken over a four week period, including analysis of hiring practices, salary packages and targets, staff focus groups and exit interview data.

Impact:

Reduced Turnover, improved selection practices and advertising standards nationally. Reviewed salary packages and proposed new “warm welcome” induction process.

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What our clients say

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“For a strategic review - a key feature of Hill Consulting HRS is their total independence from any recruiter, recruitment process outsourcing or candidate management system provider. This ensures their complete objectivity and neutrality in assessing their clients’ recruitment needs, challenges and opportunities.”

Andrew Hall, Director, Sydney, NSW.
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“Hill Consulting HRS have provided excellent solutions and service to our organisation. The flexibility and adaptability that was also provided made working with them so easy, given business priorities change and therefore the solutions provided at times had to also change.”

Sharyn Shultz, HRD, Sydney, NSW.
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"Presenter has some contemporary and relevant experiences to share which made some of the material easier to follow."

Participant, Government Organisation
Recruitment Skills Training
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The content and discussion was really interesting and easy to see how to apply it in practical situations.

Participant, Government Organisation
Recruitment Skills Training
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“I have known Hill Consulting HRS and Rachel for many years both personally and professionally, and find their consultants to be extremely intelligent and highly motivated HR professionals. I would highly recommend Hill Consulting HRS to any organisation needing specialist consulting services in recruitment advice and strategy arenas.”

Nikki Beaumont, Director, NSW.
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“I know it is late but I wanted to say thank you for matching me with Annette and Scoot Boots. Just finished the first week. Love the team and the culture.

Recent candidate Tasmania
Slide 1

“Before working with Hill Consulting, our recruitment function was not centralised, inefficient, and far from best-practice. We were spending excessively with far too many agencies, had no preferred supplier agreements in place, had a long complex process and had no automation or online hiring practices. Hill Consulting’s audit helped us identify thirteen key changes that we needed to implement. Following the audit, we decided to purchase and implement a Candidate Management System and centralise the recruitment team. This provided much needed standardisation, greater efficiencies, and a more professional service to the business with significant cost benefits.”

Ted Bradshaw, HRD, Aurora Energy, Tasmania.
Slide 7

Having recently gone through this process with no prior experience or knowledge, I enjoyed getting a better understanding of the overall process, things I could improve on in the future, and also things that I unknowingly did well. Gave me confidence if I was to need to recruit
again in the near future.

Participant, Government Organisation
Recruitment Skills Training
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Our clients

Clients are delighted with the impact we have on their business efficiency and enjoy working with Hill Consulting. We are practical, honest and fun!

So whether it be a major recruitment campaign, HR change/organisational restructure, new ATS purchase or hiring manager skills training, we can help!

From recruitment reviews to recruitment and efficiency, we can help. We have already assisted the following organisations with their recruitment practices:

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thesalvatioarmy
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tourism tasmania
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university of tasmania
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vicgovdtc
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ventia
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acara
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anbulancetas
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anz
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australian unity
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bhp
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australia post
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bupa
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caltex
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hutchins school
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kmart
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logica
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lwb
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mometum energy
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mystatebank
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phn
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sydney adventist hospital
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FAQ's

How do I know if our recruitment process is working effectively?

Many organisations assume their recruitment process is working—but common indicators suggest otherwise:

~ Increasing time-to-fill
~ Too many candidates applying yet not enough quality
~ Inconsistent hiring decisions across managers
~ Poor candidate quality or mis-hires
~ Poor candidate experience
~ Lack of structured interview or assessment methods
~ Limited visibility of recruitment performance

A structured Recruitment Health Check provides an objective assessment of your current process, highlighting risks, inefficiencies, and opportunities for improvement.

What are the biggest risks in recruitment today?

The most common recruitment risks we see include:
~ Inconsistent and unstructured hiring decisions
~ Bias and lack of fair assessment practices
~ Poor documentation and compliance exposure
~ Over-reliance on individual hiring manager judgement or “gut feel”
~ Inefficient processes increasing cost and time-to-hire

These risks can impact workforce quality, organisational performance, culture and engagement and compliance obligations if not addressed.

We recommend you download and take a look at our free Hiring Risk Checklist and or consider an initial strategy chat or some hiring manager or TA skills training. See our services page for more details

How can we improve our Recruitment or Hiring Practices?

Most hiring challenges stem from capability gaps - not effort.
Improving hiring outcomes requires:
~ Clear role scoping and success criteria (before recruitment commences)
~ Structured shortlisting and interview frameworks
~ Competency based or structure interviews and assessment methodology
~ Consistent evaluation methods
~ Better and quicker decision-making processes

Our Recruitment Skills Training programs are designed to build practical, evidence-based capability across hiring managers and teams, ensuring compliance and consistency across the organisation and reducing legal risks.

What is a Recruitment Health Check and how does it work?

A Recruitment Health Check is a structured review of your recruitment processes, capability, and risk exposure.
It typically involves:
~ Reviewing your current recruitment workflows
~ Engaging with key stakeholders
~ Assessing hiring manager capability
~ Identifying inefficiencies, risks, and gaps
~ Reviewing spend, suppliers and time to hire factors against market

The outcome is a clear, a prioritised action plan to improve recruitment performance, reduce risk, and strengthen hiring outcomes.

How long does it take to improve recruitment performance?

This depends on the size of the organisation, your industry and complexity of work e.g. highly regulated environments hiring skilled professionals, V’s bulk recruitment for entry level positions. Our Recruitment reviews, known as a Recruitment Health check, can help you identify where you are at, where are the risks or bottlenecks and what needs to be done in terms of timelines and an action plan.

~ A Recruitment Health Check is typically completed within 3 - 4 weeks
~ Initial improvements and quick wins can often be implemented within 30–90 days (3 months)
~ Broader capability uplift and process improvements or system changes may take 3 - 6 months

The key is starting with a clear diagnostic approach, with a neutral independent auditor to prioritise risks, bottlenecks, to maximise effort and investment.

What recruitment training actually works?

Training is only effective when it changes behaviour. The most effective recruitment training focuses on:
~ Real hiring scenarios and practical work application and templates
~ Structured tools and frameworks
~ Decision-making consistency
~ Knowing why actions are important e.g. the role of the hiring manager in selling the role and the organisation
~ Accountability and follow-through of Hiring Managers and HR
~ Roles and responsibilities within the process identified
~ Ownership – who does what, and understanding the steps in the process
~ Realising that recruitment is strategic and a key part of any leadership role

Our programs are designed to embed capability, give practical tools and tips - not just deliver content.

How do we reduce bias and ensure compliance in recruitment?

Reducing bias and improving compliance requires:
~ Knowing the law, EEO and compliance requirements for Australia (many don’t)
~ Structured and consistent assessment methods for each candidate
~ Clear documentation of hiring decisions and the process followed
~ Scoring techniques for consistency and merit-based hiring
~ Tools, templates and techniques that ensure alignment with relevant legislation and organisational policies
~ Training for hiring managers on fair and inclusive practices
~ Training Hiring Managers and TA teams on unconscious bias in Recruitment

We support organisations to identify bias risk areas in every stage of their recruitment process and implement practical solutions that improve both fairness and compliance for all candidates

Do you provide recruitment services or consulting?

We are not a traditional recruitment agency. In fact, not an agency at all. We operate as a recruitment advisory and performance consultancy, focusing on:
~ Improving recruitment processes and efficiency
~ Building hiring capability
~ Improving hiring decisions and candidate quality (applications)
~ Reducing risk and inefficiency
~ Reducing costs and improving quality of hires
~ Strengthening workforce outcomes, behaviours and fit to culture

We work alongside your internal HR and TA teams rather than replacing them.

What types of organisations benefit most from your services?

Our services are particularly valuable for:
~ Complex high-risk organisations
~ Commercial organisations
~ Government and regulated industries (think Banking, Utilities and Insurance).
~ Organisations experiencing rapid growth or workforce pressure
~ Organisations struggling to attract experienced and qualified applicants
~ Businesses with inconsistent hiring outcomes
~ HR and TA teams looking to improve their capability and performance

We are often engaged where recruitment is business-critical and risk and costs needs to be actively known, seen and managed.

What results can we expect from working with you?

Organisations we work with typically achieve:
~ Reduced hiring risk and better decision-making
~ Faster, more efficient recruitment processes (reduced spend and time to hire)
~ Improved hiring manager confidence and capability
~ Stronger compliance and reduced bias exposure
~ Better alignment between hiring, culture and workforce needs

The focus is always on measurable, practical outcomes.

Where should we start if we want to improve recruitment?

We follow a process of Discovery, Diagnostic, Design and then Deliver with clients.

First a discovery call to see where you are at and what support you most need.

Often followed by Diagnostics via a Recruitment Health Check.

A Recruitment Health Check provides:
~ An audit - Clarity on what is working and what is not
~ Identification of key risks and inefficiencies
~ A prioritised roadmap and actions for improvement

Then a report on current challenges and action plan or road map for change. Designing a new service delivery model and or recruitment skills training.

Finally, delivery. We partner with you to help you get there, weather via training skills or capability uplift with TA teams and hiring managers and or project support and change management, to a new service offering.

From there, organisations can confidently invest in the right areas - whether that is hiring manager or TA training, process redesign, new AI and recruitment tools and platforms or a workforce strategy.