Create a Talent Acquisition Strategy
Optimize foundational elements to elevate the TA function.
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Contributors
- Tracie Brack, Talent Acquisition Consultant, Inflammatix, Inc.
- Mariane Drouin, Manager, Talent Acquisition Strategy, BRP
- Charlotte Normand, Manager, Talent Acquisition & Attraction Strategy, Solotech, Inc.
- Matt Charney, Recruitment Solutions and Strategy Leader, QuantumWork
- Humza Khan, Senior Advisor, Talent Acquisition, Photon Control, Inc.
- Simon Parkin, Founder of The Talent Company, Author of Hiring Right
- Jim D’Amico, Global Talent Acquisition Leader, Celanese
- Chris Mahar, Manager, Talent Acquisition, J.D. Irving
- Eileen Timmins, VP, Human Resources and Administration, 1WorldSync
- Michael De Guzman, Talent Strategy Director, Loblaw Companies Limited
- Stephen Muscat, Senior Director Global Talent Acquisition, Morneau Shepell
Your Challenge
- 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.
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.
Guided Implementations
This guided implementation is a fourteen call advisory process.
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.
Talent Acquisition Strategy
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Talent Acquisition Strategy
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Course Information
- Title: Talent Acquisition Strategy
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Develop a talent acquisition strategy by developing a talent philosophy, defining the structure of the talent acquisition department, determining best practices for talent acquisition strategy components, and evaluating necessary technology.
Learning Objectives
By the end of this course, learners will be able to:
- Create a talent philosophy.
- Define the structure of the talent acquisition department.
- Develop a governance model.
- Determine best practices for branding, sourcing, internal talent mobility, and analytics.
- Optimize current technology.
- Implement change management techniques.
1 CPD hour per course.
Each course is valid for 1 PDC for the SHRM-CP℠ or SHRM-SCP℠.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4
Book Your Workshop
Onsite 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.
