Strategic Talent Acquisition (STA)

Who Should Attend?

This is the premier program for talent acquisition managers and leaders, recruiting professionals and other HR practitioners who desire to propel their business forward by improving candidate quality, speed to hire, and stakeholder satisfaction. Sample titles include Talent Acquisition Manager, Director or VP of Talent Acquisition, HR Manager or Director, HR Generalist, Corporate Recruiter, Executive Recruiter, and Sourcing Strategist. TA professionals working as inside organizations, as well as those supporting clients will benefit from this robust certification program.

What You’ll Learn

Leveraging HCI’s systematic framework, you’ll walk away equipped with a complete strategy for integrating and executing the five pillars of Talent Acquisition:

1. ALIGN: Define and implement Talent Acquisition strategies to meet and exceed business goals and support organizational culture.

  Identify the essential skills and knowledge necessary to achieve your organization’s business goals through labor market analysis, workforce planning initiatives and ensuring the right mix of “Build, Buy & Borrow” strategies.    

2. SEGMENT: Determine organizational gaps in critical roles to more quickly impact the bottom line.

  Categorize and prioritize the organization’s varying workforce segments including positions and profiles, competencies and indicators necessary for success.   

3. BRAND: Define an Employment Value Proposition (EVP) for the organization that attracts highly-qualified candidates.

  Craft, customize and market the organization’s value, key differentiators and reputation to target the best-fit skills and create Brand Ambassadors throughout the company.  

4. PIPELINE: Develop a channel management strategy to fill the gaps with the right people at the right time.

  Manage and provide essential resources for your team’s activities around internal and external sourcing and screening, including the contingent workforce.  

5. ASSESS AND SELECT: Identify, develop, and measure candidate potential for success

  Leverage assessments and competency- and behavioral-based interviewing techniques that eliminate bias, and assess and select for the best skill fit.  

In addition to using the 5 pillars, you will leave knowing how to:

  • Balance technology and analytics with relationship management to attract highly-qualified candidates in each of the five modules.
  • Ensure exceptional service throughout the candidate experience for internal and external customers.
  • Explore the concept of the workplace experience and how it translates to Talent Acquisition.
  • Apply the concepts and skills in the course to a written Talent Acquisition document that allows you to communicate your strategy with executive leaders.

Why This Program?

For many years, some form of “the biggest rolodex wins” has been used as a guiding principle for recruiter activity for decades and many talent acquisition metrics still focus today on volume more than quality.  In today’s landscape of “information symmetry ,” where all recruiters have access to the same gigantic database of prospects via LinkedIn and the broader Internet and each of those candidates have access to real-time information about what it’s like to work for a company, the magic is no longer in building the biggest database, it is in curating it.

Further, workers stay in the same job for much less time and even when an individual is content to stay doing the same work, an increasingly volatile economy often requires that jobs themselves change. The idea that a Talent Acquisition professional could source a candidate with the perfect set of skills, get them interviewed and hired and that they would then spend the next ten years contentedly doing the same job everyday seems as antiquated as a rolodex itself.

Today’s Talent Acquisition Strategist must understand this changing business context, make contact with candidates that can meet both today’s and tomorrow’s business goals and as importantly, deliver an experience for candidates that matches their individual needs with the culture of the organization to create a relationship based on reciprocal value. To continue to keep pace with today’s changing landscape, Talent Acquisition Strategists need a new set of competencies that allow them to go beyond the idea of traditional recruiting and focus instead on using the right mix of strategies to meet the talent needs of their organization today and provide the agility it will need for tomorrow.

HCI’s new and improved certification is built on five key pillars that represent the new competencies of the effective Talent Acquisition Strategist. Presented through a lens of customer centricity, you will gain an actionable framework and end-to-end strategy to win the war for great talent—and drive your business forward.