PACE Guidelines

Talent Acquisition is trying to address a complex issue with compliance and accountability within the recruitment team. A challenge many organizations face is when their guidelines or processes are not inherently enforced or monitored. 

Without clear consequences, compliance is likely to remain inconsistent. You could establish a tiered consequence system for failure to follow PACE guidelines (e.g., initial warning, retraining, formal performance improvement plans, etc.). Ensure that these consequences are part of the training so everyone understands what’s at stake. 

The eLearning is a great start in ensuring recruiters and managers are clear on the guidelines, but there’s a significant gap in ensuring compliance and addressing failures when they occur. 

A primary recommendation made to go along with the eLearning was as follows: 

• Develop a system where key metrics related to PACE adherence can be tracked and flagged automatically. This should be tied to applicant tracking systems (ATS) where recruiters are entering candidate data or engagement actions. If certain thresholds are crossed (e.g., too many candidate interactions outside the defined timelines), this could trigger alerts or flags for RM review. 

• Recruiters and managers should be given regular feedback (e.g., monthly or quarterly) on their adherence to the PACE guidelines. This feedback could come from data collected through the reporting system or performance tracking software. 

• Make the performance review process part of the training. Ensure that recruiters and managers understand that their adherence to PACE will be reviewed regularly, and that they will receive constructive feedback, both positive and corrective, based on their performance. This can be framed as a growth opportunity rather than a punitive measure. 

We can then dedicate a portion of the training to outlining the potential consequences for failure to follow the PACE guidelines. Emphasize that these consequences are designed to support growth and are in place to ensure the organization’s success, not to punish employees. This should be communicated clearly to ensure there’s no ambiguity about expectations and ramifications.

By addressing these gaps in the eLearning, not only will that ensure that recruiters and managers understand the guidelines but that they also know how to act when things go wrong, and have a clear structure for addressing violations in a way that fosters improvement and accountability across the team. 

Currently, a single software system, where key metrics related to PACE adherence can be tracked and flagged automatically is being developed for launch by early 2026. This system will tie to the applicant tracking systems where recruiters are entering candidate data or engagement actions. If certain thresholds are crossed (e.g., too many candidate interactions outside the defined timelines), this could trigger alerts or flags for RM review.