Talent Acquisition

Learning and Development

3C offers unique learning opportunities. Here are the course offerings for Talent Acquisition.

  • Talent Selectioin

    A poor hiring decision can cost more than just the recruiting and training costs incurred. Whether you are without a selection process now or want to enhance the one you currently use, this one day course tailored to your specific organization can meet your needs. Course objectives are as follows:


    • Define a selection philosophy and process
    • Identify and use critical success factors
    • Effectively plan for interviews
    • Conduct and maintain control of the interview
    • Phrase interview questions to collect relevant information and maintain rapport
    • Evaluate candidates while minimizing personal bias
    • Make a hiring decision and close out non-selected candidates.

    Target audience is anyone who interviewing employment candidates. Can also be delivered as a 2-4 hour refresher. For those not interviewing but participating in the selection process in other ways, a 1 hour orientation to staffing and the legal considerations is available.

  • Target Selection Basics

    This one-hour orientation to talent acquisition and its legal considerations  is for those not interviewing but participating in the selection process in other ways. Can be delivered over lunch or as part of a meeting agenda.

    Because a poor hiring decision can cost more than just the recruiting and training costs that were spent, our one day course can meet your needs.  It is appropriate  whether you are currently without a selection process or want to enhance the one you presently use.  Course objectives are as follows:


    • Define a selection philosophy and process
    • Identify and use critical success factors
    • Effectively plan for interviews
    • Conduct and maintain control of the interview
    • Phrase interview questions to collect relevant information and maintain rapport
    • Evaluate candidates while minimizing personal bias
    • Make a hiring decision and close out non-selected candidates


    Target audience for the more expanded course is anyone interviewing employment candidates. Can also be delivered as a 2-4 hour refresher. 


    “You made the class fun and interesting. I am much better prepared to interview candidates now.”

  • Taking Inventory of Your Talent

    An overview of a talent review process.  Topics covered are preparing for a talent review, having the discussion, succession planning, critical position identification, and post-discussion action planning.

  • Best in Class University Relations

    Hiring college students as interns or graduates as new employees can be an effective strategic staffing move.  You may also want to breathe new life into your current program, especially if you are not receiving the return on investment you seek.  Learn about best practices, selecting your campuses, enhancing your reputation, and more.

Sample Engagements

Routinely conducts new hire and exit interviews to provide client with positive and developmental feedback on its work practices and environment.

Served as HR generalist for an HR Director on sabbatical. Engagement included employee communications, staffing, assisting leaders with performance issues and promotions, and creating action plans as a result of employee engagement survey data. Completed similar engagements for departments while recruiting to fill open positions.

  • Case studies give potential customers a real-life example that they can identify with. Choose a customer with a great story: maybe someone who increased profits or reduced churn thanks to your company. Conduct an interview with that customer to hear what they have to say. 


  • Served as HR generalist for an HR Director on sabbatical. Engagement included employee communications, staffing, assisting leaders with performance issues and promotions, and creating action plans as a result of employee engagement survey data. Completed similar engagements for departments while recruiting to fill open positions.


  • Provided support to client reducing its workforce. Services included messaging to employees being laid off as well as those being retained and performing adverse impact analysis.


  • Conducted series of workshops to help laid off employees find their next jobs. These workshops covered written communications; panel, phone, and face-to-face interviewing; and job search strategies.


  • Acted as on-demand HR executive-level resource for two small employers.

Seminars & Courses

Seminars and courses are also available in person or virtually.

Learn more