Creating Stronger HR Pillars - "Talent Acquisition"

While most human resource managers have had some form of formal recruiting or staffing experience; surprisingly the bulk of their talent acquisition knowledge was obtained while performing duties as an HR generalist or in an academic environment with little or no hands-on experience. Even for those with a greater level of specialized and hands-on experience, seldom do these jobs entail; (a) full project development, (b) management, or (c) budgeting. Welcome to your “management seat at the table”.
In this presentation we will dig deeper into what is arguably the most important human resource pillar for any business and surprisingly talent acquisition is one of the least understood pillars.
Without strong talent acquisition management, most companies either under preform or cease to exist over time. At the very least, poor talent acquisition creates a burden on the bottom-line
Companies with poorly managed talent acquisition tend to pay far more in; excessive internal payroll and / or third-party recruiting and staffing fees, low retention rates, on boarding costs, training costs, bonuses, legal liability, and poor work preformance, lower customer satisfaction levels, and post-employment responsibilities such as COBRA and taxes, just to name a few.

Through this presentation the presenter(s) will take you from identifying the three basic acquisition methods found in every organization through developing your own unique and comprehensive recruiting and/ or staffing unit designed to improve ROI.

Whether you’re the company's talent acquisition or human resource officer, director or manager charged with acquiring and retaining the best talent at the lowest cost or just needing to improve the company’s bottom line, this presentation is packed full of practical information designed to help any size organization easily identify, manage or develop the best talent acquisition program.

1.Human resource and talent acquisition officers, directors and managers who have a direct influence over any part of an organization’s talent acquisition or those looking to increase the bottom line or increase the overall value of the company’s performance or operations. 2.Human resource professionals of all size businesses, non-profits or government employers who are looking to move into a human resource or talent acquisition management role. 3.Vendors who assist their clients in making informed decisions concerning various segments of talent management (technology, talent management solutions, business solutions, and others)

1.The ability to quickly identify an organization’s basic talent acquisition methods 2.To acquire a more in-depth management-level understanding of talent acquisition 3.How to create and implement the most cost effective and efficient talent acquisition program which delivers the highest ROI

Aberdeen Group 1999 white paper on recruiting Talent Management Magazine Bersen & Associate

		Jeff Dahlberg LeveragePlus Organization View Profile