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Create a Talent Acquisition Strategy

Outline a strategic plan to optimize foundational elements and 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.

Executive Summary

Critical Insight

  • Being strategic goes beyond having an efficient TA process; it requires a holistic review of the TA function and careful selection of strategic projects. TA strategies have the greatest impact on organizational success when foundational TA elements are optimized to deliver on current and future talent needs.

Impact & Result

  1. Use a defined framework to create a TA strategy that identifies TA strategic objectives and the projects needed to support 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.

Research & Tools

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.

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