With competition for talent at an all-time high, you need a high-performing talent acquisition team to consistently attract the people your organization needs to succeed. Having the right people gives you the ability to out-innovate and outperform your competitors. But is your talent acquisition strategy positioned to find, attract, and retain the best talent?
To help you develop the best talent acquisition strategies, Cielo identified 16 dimensions of talent acquisition that high-performing organizations consistently exhibit. We then asked 1,100 leaders across the globe to rate their effectiveness, priorities, technology, and metrics relative to these dimensions. We divided these dimensions into two segments: strategic and core.
16 dimensions of high-performing talent acquisition
Strategic encompasses elements such as business impact and workforce insights. These are capabilities that affect business performance and high-level talent acquisition outcomes.
- Innovating to meet business demands
- Identifying and defining metrics
- Developing strategic workforce planning
- Demonstrating agility
- Communicating with potential candidates
- Delivering quality of hires consistently
- Aligning talent and business goals
- Implementing world-class technology
Core includes the operational process elements that support talent acquisition performance.
- Communicating your employer value proposition
- Delivering great experiences for stakeholders
- Executing on a total talent acquisition strategy (contingent & full-time employees)
- Sourcing great talent
- Simplifying recruiting processes
- Investing in high-volume recruitment
- Committing to diversity and inclusion
- Using recruiting analytics to inform business decisions
One of the key insights we uncovered is how different stakeholders across the business rate their talent acquisition function's performance against these dimensions. C-suite executives are much more confident about talent acquisition than business leaders. And different stakeholders prioritize different dimensions within their business strategy. This lack of alignment is common – but companies who achieve it can thrive.
To get there, focus on core traits first to deliver on talent acquisition strategy dimensions more effectively. A solid foundation of core skills will keep you on the path of innovation and delivering recommendations for the best talent acquisition strategies.
The talent market is unpredictable – with ever-shifting candidate preferences and availability. You’ll need a best-in-class talent acquisition team, along with the support and cooperation of the entire organization to compete. These dimensions will help you achieve a high-performing talent acquisition function.
Talent acquisition prioritization worksheet
Because key stakeholders in talent acquisition – like C-Suite, Human
Resources, Procurement and Business Unit Leaders – have differing priorities, we designed this worksheet to help you and a colleague in the business assess your talent priorities and see how well you are aligned.
Below, we have listed the 16 dimensions of talent acquisition that high-performing organizations consistently exhibit. Please rank these dimensions from 1 - 16 in order of importance to your department or division.
To avoid bias, we recommend each group complete their portion of this worksheet on their own, without input from those outside their sphere of influence. Once complete, compare the results with your peers and complete the empty column together. Then, begin the dialog about why each dimension ranked where it did. Our hope is that this exercise will help you and your stakeholders be more aware of the gaps in your talent priorities so you can address them and work together on a winning, unified strategy.
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