Talent Search Strategic Plan and 12-Months Talent Search Calendar

1. Objective:

• To attract, recruit, and retain high-quality talent that supports the organizational goals and culture.

1. Goals:

• Build a strong talent pipeline.
• Increase brand visibility to attract diverse candidates.
• Improve candidate experience and streamline the hiring process.
• Enhance employee retention through onboarding and professional development.

1. Target Audience:

• Passive and active job seekers across various industries.
• Focus on diversity, inclusion, and innovation.

1. Key Strategies:

• Branding and Awareness:
  • Develop a strong employer brand.
  • Utilize social media, industry events, and partnerships to increase brand awareness.
• Talent Sourcing:
  • Leverage online job boards, professional networks (LinkedIn, Indeed, etc.), and recruitment agencies.
  • Engage with local universities, community groups, and job fairs.
  • Use employee referrals to tap into hidden talent pools.
• Candidate Engagement:
  • Create a positive candidate experience by providing clear communication, feedback, and transparency.
  • Implement tools like AI-driven recruitment platforms to assess candidate fit and streamline initial screenings.
• Diversity & Inclusion:
  • Create outreach programs to attract underrepresented talent.
  • Ensure inclusive job descriptions and recruitment practices.
• Talent Development & Retention:
  • Design an impactful onboarding program.
  • Focus on continuous professional development (training, mentorship, etc.).
  • Offer career growth opportunities within the organization.

1. Timeline:

• Q1: Focus on building relationships with universities and initiating brand awareness campaigns.
• Q2: Increase social media engagement, partner with recruitment agencies, and attend career fairs.
• Q3: Focus on employee referrals, assessing and improving the candidate experience.
• Q4: Evaluate recruitment strategies, review the employee retention strategy, and plan for next year.

12-Month Talent Search Calendar

Month 1: January

• Launch new year recruitment campaign.
• Review hiring goals for the year.
• Partner with universities for internship and recruitment programs.
• Start employee referral campaign.

Month 2: February

• Attend or host a career fair or industry event.
• Develop new job descriptions focused on diversity and inclusion.
• Post job openings on social media and job boards.
• Host webinars or info sessions for potential candidates.

Month 3: March

• Evaluate recruitment pipeline and sourcing channels.
• Conduct candidate experience feedback surveys.
• Continue employee referral program.
• Plan for spring hiring needs.

Month 4: April

• Launch new employee engagement and retention initiatives.
• Promote internal job postings to encourage upward mobility.
• Attend industry-specific networking events.
• Host a recruitment day for key positions.

Month 5: May

• Focus on sourcing passive candidates (LinkedIn search, networking).
• Continue development of employee growth programs.
• Monitor and optimize recruitment process.

Month 6: June

• Evaluate the summer internship program and recruit new interns.
• Host virtual career events or job fairs.
• Continue leveraging job boards and social media for recruitment.

Month 7: July

• Mid-year review of talent acquisition progress.
• Engage with local diversity and inclusion networks.
• Offer professional development workshops to current employees.

Month 8: August

• Attend back-to-school career events.
• Focus on high-level executive or specialized hiring.
• Reassess and adjust candidate sourcing strategies.

Month 9: September

• Launch fall recruitment campaigns.
• Strengthen relationships with key talent pools.
• Continue networking with professional groups and communities.

Month 10: October

• Host a diversity and inclusion event or workshop.
• Revisit job postings and career portal to ensure they are inclusive and updated.
• Plan for the end-of-year recruitment push.

Month 11: November

• Attend or host job fairs targeting top talent.
• Begin preparing for the following year’s talent needs.
• Conduct interviews for remaining open roles.

Month 12: December

• Year-end review of recruitment activities and successes.
• Develop and set new talent search goals for the next year.
• Reflect on retention strategies and employee satisfaction.