Talent Acquisition and Strategy

Experience covers all aspects of the talent acquisition and management process:

  • Strategic HR Plan Development

    Compares current skills and capabilities to future needs; creates plan of action to close any gaps

  • Succession Planning

    Helps determine if viable successors exist, what career development is needed for them, strategy to cultivate successors if they don’t exist

  • Critical position identification with senior management

    For the key roles in an organization, evaluates current incumbents against role requirements and makes recommendations based upon findings.

  • Resolutions

    Resolves employee/supervisor concerns

  • Strategic Staffing

    Selection process design, talent forecasting, diversity, recruitment strategy development

  • Interviewer Training

    Equips interviewers and everyone associated with the selection process with knowledge, helping them most of the time they invest in the process; covers relevant do’s and don’ts.

  • University Relations

    Program design, including hiring needs, school selection, building employer presence, interview team preparation

  • Staffing Support

    Candidate screening, interview schedule preparation, candidate follow-up and feedback, offer determination, legal compliance, onboarding/orientation support

Sample Engagements

  • Redesigned staffing processes to reduce the time and money investment to achieve objectives.
  • While a hiring manager sought a new team member, analyzed and summarized employee information for a newly implemented organizational inventory process. Also participated in ongoing staffing initiatives.
  • Helped lead the selection process to hire an entire sales force for a medium-sized medical device company. Conducted interview training, screened candidates, conducted final interviews, completed applicant flow logs, helped determine employment offers, and provided feedback to candidates not selected.
  • Led talent review process for several management teams, ensuring follow-up actions were taken to develop employees, address performance concerns, and retain top performers.
  • Client wanted to initiate hiring of college students as interns and new graduates as full-time employees. Researched and recommended campuses to visit, participated in campus visits with faculty, and proposed plan of action.

Seminars & Courses

Seminars and courses are also available in person or virtually.

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