PROGRAM OVERVIEW
Ready to win the war for talent?
Obtain the necessary skills and understanding to implement a talent acquisition strategy at your organization. Discover the benefits of workforce planning. Learn the steps to improve your candidate experience and employment branding. Explore recruiting and sourcing strategies for developing a diverse and inclusive talent pipeline. Reflect on case studies and newly-acquired expertise to apply what you learn to your organization.
 
PROGRAM OBJECTIVES
This program is designed to provide you with the knowledge and skills necessary to:
	
	
Build your talent acquisition strategy to attract top talent
	
	
	
Market an employment brand that positions your organization as an employer of choice
	
	
	
Incorporate workforce planning as part of the process for developing a robust talent pipeline
	
	
	
Expand strategies for recruiting and sourcing
	
	
	
Create a positive candidate experience
	
	
	
Evaluate and select candidates that are a right fit for your organization
	
	
	
Measure the impact of your talent acquisition strategy using metrics
	
 
PROGRAM OUTLINE
SECTION 1: Introduction
 
SECTION 2: Talent Acquisition
	
Connecting talent acquisition to the “big picture”
	
The talent acquisition framework
	
Talent acquisition challenges and trends
 
SECTION 3: People Metrics
	
Goals of talent acquisition metrics
	
Aligning metrics with business strategy
	
Data-based decision-making
	
Sample metrics
 
SECTION 4: Employment Branding
	
What is an employment brand? Why have one?
	
Steps to improve employment branding
	
Marketing your employment brand
 
SECTION 5: Workforce Planning
	
Steps to create a workforce plan
	
Using workforce planning strategically
	
Creating a staffing plan
 
SECTION 6: Recruiting Strategy
	
Buy, build, and borrow
	
The manager intake
	
Creating a strategic recruitment plan
 
SECTION 7: Sourcing Strategy
	
Recruiting through social media
	
Candidate personas
	
Sourcing unique talent pools
 
SECTION 8: Candidate Experience
	
The candidate experience audit
	
Building on the candidate experience
 
SECTION 9: Interviewing
	
Writing behavioral interview questions
	
Interview rating scales
	
Looking at interview bias
 
SECTION 10: Evaluation and Selection
	
Candidate evaluation criteria
	
Creating a manager training
 
SECTION 11: Onboarding
	
Five onboarding activities
	
Sample onboarding models and tools
 
SECTION 12: Conclusion
 
Recertification
SHRM: 15 PDCs