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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.

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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 Research & Tools

2. Conduct gap analysis of TA foundational elements

Conduct gap analyses and prioritize gaps based on their size and importance.

TA Strategy Gap Analysis Tool
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Talent Acquisition Strategy

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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

Now playing

Create a Talent Acquisition Strategy - Intro: Optimize foundational elements to elevate the TA team

Now playing

Create a Talent Acquisition Strategy - Module 1: Determine TA strategic objectives and define metrics

Now playing

Create a Talent Acquisition Strategy - Module 2: Review candidate awareness & experience and TA process & accountability

Now playing

Create a Talent Acquisition Strategy - Module 3: Review TA technology and TA competency

Now playing

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 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

1.1

Review information gathered from strategic documents and external labor market scan.

1.2

Determine talent implications.

1.3

Identify and prioritize talent implications relevant to TA.

  • Talent implications relevant to TA.
1.4

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

2.1

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

3.1

Prioritize gaps based on size and importance.

  • Prioritized TA foundational element gaps.
3.2

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

4.1

Choose strategic projects for prioritized gaps.

  • Selected strategic projects.
4.2

Draft a roadmap.

  • Roadmap of strategic projects.
4.3

Outline communications to relevant stakeholders.

  • Communication to stakeholders outlined.
  • Completed draft of TA Strategy Presentation Template.
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About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

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Guided Implementation 1: Determine strategic objectives
  • Call 1: Discuss talent implications.
  • Call 2: Identify and prioritize talent implications relevant to the TA function.
  • Call 3: Establish TA strategic objectives and defined metrics.

Guided Implementation 2: Conduct gap analysis of TA foundational elements
  • Call 1: Conduct a gap analysis of candidate awareness & experience strategic practices.
  • Call 2: Conduct a gap analysis of TA process & accountability strategic practices.
  • Call 3: Conduct a gap analysis of TA technology strategic practices.
  • Call 4: Conduct a gap analysis of TA team competencies.
  • Call 5: Prioritize gaps based on their size and importance.

Guided Implementation 3: Select strategic projects
  • Call 1: Review candidate awareness & experience gaps.
  • Call 2: Review TA process & accountability gaps.
  • Call 3: Review TA technology gaps.
  • Call 4: Review TA team competency gaps.
  • Call 5: Select strategic projects.
  • Call 6: Outline a communication plan.

Contributors

  • Tracie Brack, Talent Acquisition Consultant, Inflammatix, Inc.
  • Matt Charney, Recruitment Solutions and Strategy Leader, QuantumWork
  • Jim D’Amico, Global Talent Acquisition Leader, Celanese
  • Michael De Guzman, Talent Strategy Director, Loblaw Companies Limited
  • Mariane Drouin, Manager, Talent Acquisition Strategy, BRP
  • Charlotte Normand, Manager, Talent Acquisition & Attraction Strategy, Solotech, Inc.
  • Humza Khan, Senior Advisor, Talent Acquisition, Photon Control, Inc.
  • Chris Mahar, Manager, Talent Acquisition, J.D. Irving
  • Stephen Muscat, Senior Director Global Talent Acquisition, Morneau Shepell
  • Simon Parkin, Founder of The Talent Company, Author of Hiring Right
  • Eileen Timmins, VP, Human Resources and Administration, 1WorldSync

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