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Course Code: HRM 1276
21 Course Visits
Advanced Talent Acquisition Skills
Course Sector:
HR Strategy and Training
Course Dates and Locations
Choose a date and location to book your seat
No.
Date
Days
Location
Fees
Enrollment
01
5 Days
London, UK $4,950
02
5 Days
Abu Dhabi, UAE $4,250
Introduction
Training course introducion / brief
Business leaders
Business leaders who implement the best talent management processes are more prepared than their competitors to compete in the global economy and capitalize quickly on new opportunities. In order to achieve optimal levels of success, business leaders need to employ engaged and high-performing employees.
The key to inciting a workforce to greatness is to align your talent management with the company strategy, define consistent leadership criteria across all functional areas, and identify specific competencies (analytical, technical, education, experience) to cultivate for continuing growth. For any human resource sector or department, acquiring the right talent can be a very challenging task. All organizations have their own preference as to the kind of employees they want to attract, and how to reach targeted individuals.
This training Program is designed to provide participants with the strategic approach to talent acquisition and management that drives success to organizations. Participants will be able to gain understanding of the link between organizational strategy and talent management.
Course Objectives
At the end of the training course, participants will be able to
- Recognize and develop potential talents within the team.
- Develop a strategic approach to address the link between organisational strategy and Talent Management.
- Understand the advantages and limitations of HR and Talent Planning, and impact on career development.
- Maximise employee potential and capabilities through effective engagement, collaboration and retention.
- Gain a comprehensive understanding of how to develop an efficient and effective acquisition process.
- Identify the impact of current global trends on talent acquisition strategies and practices.
- Enhance the organization’s talent assessment strategies in accordance with position requirements.
Course Audience
Who is this course for, and can benefit the most
- HR Professionals & Talent Acquisition Specialists
- HR Managers & Directors
- HR Business Partners
Course Outline
The course aims and learning outcomes
Introduction to talent management
- Defining Talent Management
- Why talent is critical in success?
- Link of talent management to organizational strategic plan
- Aligning individual goals with corporate strategy
- The cost of competent talent
- The cost of talent departures
- A system for talent Management
Competencies: a starting point
- The Enabler: Chief Talent Officer’s (CTO) Role
- Analysing Talent Needs
- Impact of Talent Management in Team’s Career Development
- Planning for Talent
- Acquiring
- Attracting Talent
- Recruiting Talent
Talent Review
- Identification and validation criteria
- Assessing proficiency, ability, drivers and personality
- Assessment frameworks
- Assessment and development centres
Shifts in selection and recruiting methods
- Traditional vs Non-Traditional Selection Methods
- Traditional vs Non-Traditional Recruiting Methods
- Selecting Talent
Selection System and Criteria
- The language of competencies
- Validity of assessment tools
- Career development concepts
Shifting strategies of recruiting
- Old vs New Recruiting Strategies
- Employing Talent
- Developing Talent
- On-boarding new talent
- Preparing new talent
Career Development
- Stages of career development (HRCI resources)
- Integrated development and training approach
- Stakeholders; the role of talents, management and HR
- Tracking progress
- Coaching talents
- Succession planning charts
Managing talent
- Managing Talent Performance
- Performance Management Systems
- Quantitative vs qualitative performance management systems
- Differentiation between performance and potential
- Defining potential
- Value system approach
- Competency based approach
- Integrated approach
- Rewarding Talent
- Retaining Talent
Global trends’ impact on talent acquisition
- The rise of the social enterprise
- The workforce ecosystem
- Individual value proposition versus employee value proposition
- From careers to experiences and development
- The end of static jobs as we know them
The candidate's experience
- Candidates’ expectations
- Attractive job briefs
- Simplification of online application process
- Hurdles: how much is too much?
- Hiring manager accountabilities
- Organizational culture overview
The assessment stage
- Defining requirements
- Role analysis
- Functional must haves
- Strategic requirements
- Assessment methods
- Validity of assessment methods
- Assessment simulations
- Occupational assessment
- Gamification of assessment tools
- The assessment framework
- Become an interview guru
- Preparing your questions and interview guides
- Managing the interview
- Quantification of interview results
The onboarding phase
The administrative process
- They four layers of onboarding for successful integration
- Compliance
- Clarification
- Culture and connection
The psychological contract
- A linear approach
- A holistic approach
- Onboarding effectiveness
- Measuring effectiveness
- Organizational strategy versus acquisition strategy
- KPIs that matter
- Financial
- Customer KPIs
- Process KPIs
- Building dashboards
Providers and Associations
Providing the best training services and benefits to our valued clients
Boost certificate of completion
BOOST's Professional Attendance Certificate “BPAC” is always given to the delegates after completing the training course, and depends on their attendance of the program at a rate of no less than 80%, besides their active participation and engagement during the program sessions.
ENDORSED EDUCATION PROVIDER
Flexible deadlines
Customized dates accordance to your schedule
Shareable Certificate
Earn certificate upon completion
COURSE METHODOLOGY
Our Training programs are implemented by combining the participants' academic knowledge and practical practice (30% theoretical / 70% practical activities).
At The end of the training program, Participants are involved in practical workshop to show their skills in applying what they were trained for. A detailed report is submitted to each participant and the training department in the organization on the results of the participant's performance and the return on training. Our programs focus on exercises, case studies, and individual and group presentations.
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