Create a Talent Acquisition Strategy
Optimize foundational elements to elevate the TA function.
- Talent acquisition (TA) functions face many demands and competing priorities. TA needs to not only fill roles quickly but also fill them with the right talent. Managing current demands while planning for future talent needs means TA is simultaneously fighting fires and trying to prevent new ones.
- TA’s attempts to manage these competing pressures often focus on improving TA processes. Although process is a key element of TA, a more holistic examination is required to identify and close strategic gaps that are preventing a stronger contribution to organizational success.
Our Advice
Critical Insight
- A TA strategy has the greatest impact on organizational success when it optimizes foundational TA elements to deliver on current and future talent needs.
Impact and Result
- Use a defined framework to create a TA strategy that identifies TA strategic objectives and the projects needed to support and drive the organization’s priorities. Holistically assess and optimize the foundational strategic elements of TA – candidate awareness & experience, TA process & accountability, TA technology, and TA competency – to elevate TA as a strategic function.
Create a Talent Acquisition Strategy
1. Determine strategic objectives
Identify and prioritize talent implications relevant to the TA function.
2. Conduct gap analysis of TA foundational elements
Conduct gap analyses and prioritize gaps based on their size and importance.
3. Select strategic projects
Review gaps to identify and select strategic projects.
Talent Acquisition Strategy
1 to 1.5 CPD hours per course.
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Create a talent acquisition (TA) strategy that optimizes foundational elements and supports the organization’s talent needs.
Learning Objectives
By the end of this course, learners will be able to:
- Identify how implementing a TA strategy can benefit your organization.
- Recognize how to optimize the four TA foundational elements.
- Learn the steps involved in creating a TA strategy.
- Discover how a TA strategy supports the organization’s priorities.
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Course Modules
Create a Talent Acquisition Strategy - Intro: Optimize foundational elements to elevate the TA team
Create a Talent Acquisition Strategy - Module 1: Determine TA strategic objectives and define metrics
Create a Talent Acquisition Strategy - Module 2: Review candidate awareness & experience and TA process & accountability
Create a Talent Acquisition Strategy - Module 3: Review TA technology and TA competency
Create a Talent Acquisition Strategy - Module 4: Select strategic projects and implement the TA strategy
Workshop: Create a Talent Acquisition Strategy
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Determine Strategic Objectives
The Purpose
- Determine talent implications.
- Set TA strategic objectives and metrics.
Key Benefits Achieved
TA strategic objectives and metrics defined.
Activities
Outputs
Review information gathered from strategic documents and external labor market scan.
Determine talent implications.
Identify and prioritize talent implications relevant to TA.
- Talent implications relevant to TA.
Define TA strategic objectives and associated metrics.
- TA strategic objectives and metrics.
Module 2: Conduct Gap Analysis of TA Foundational Elements
The Purpose
- Conduct a gap analysis of:
- Candidate awareness & experience strategic practices.
- TA process & accountability strategic practices.
- TA technology strategic practices.
- TA team competencies.
Key Benefits Achieved
- TA foundational gaps assessed.
Activities
Outputs
Identify gaps by assessing the current state for each TA foundational element: candidate awareness & experience, TA process & accountability, TA technology, and TA competency.
- TA foundational element gaps identified.
Module 3: Prioritize Gaps to Address
The Purpose
- Prioritize TA foundational gaps and projects to address them.
Key Benefits Achieved
- Potential strategic projects to address gaps.
Activities
Outputs
Prioritize gaps based on size and importance.
- Prioritized TA foundational element gaps.
Brainstorm potential strategic projects to address gaps.
Module 4: Select Strategic Projects
The Purpose
- Select strategic projects and communicate them to relevant stakeholders.
Key Benefits Achieved
- Strategic TA projects chosen.
Activities
Outputs
Choose strategic projects for prioritized gaps.
- Selected strategic projects.
Draft a roadmap.
- Roadmap of strategic projects.
Outline communications to relevant stakeholders.
- Communication to stakeholders outlined.
- Completed draft of TA Strategy Presentation Template.
