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| Create a Talent Acquisition Strategy

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.

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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

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

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.

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Guided Implementation

Each blueprint can be accompanied by a Guided Implementation, which gives you direct access to our world-class analysts who will connect with you at critical milestones to advise, coach, and ensure your project stays on track.

Guided Phases: Create a Talent Acquisition Strategy

Determine strategic objectives

Call 1

Discuss talent implications.

Contributors

Tracie Brack, Talent Acquisition Consultant, Inflammatix, Inc.
Matt Charney, Recruitment Solutions and Strategy Leader, QuantumWork
Jim D’Amico, Vice President of Talent Acquisition, Caliber Collision
Michael De Guzman, Talent Strategy Director, Loblaw Companies Limited
Mariane Drouin, Manager, Talent Acquisition Strategy, BRP
Florence Idowu-Olushesan, Founder & Principal Consultant, Bavarde Group LLC
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
Charlotte Normand, Manager, Talent Acquisition & Attraction Strategy, Solotech, Inc.
Troy Negley, VP, Talent Acquisition & Technology, Optiv
Simon Parkin, Founder of The Talent Company, Author of Hiring Right
Minoo Selseleh, Professor, George Brown College
Mira Symoni, Team Lead, Talent Acquisition, UHN
Noha Taher, Director, Organization Development and Talent Strategy, Institute of Organization Development Global Leaders in the field of OD
Eileen Timmins, VP, Human Resources and Administration, 1WorldSync

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