Recruiting talent is a decisive challenge in times of a shortage of skilled workers. In this workshop, HR managers and recruiters learn how to master the art of successful talent acquisition. The focus is on modern recruitment strategies, the use of digital tools and AI-supported processes, and the optimization of employer branding. Practice-oriented techniques and best practices enable companies to find, attract and retain the best talent even in a competitive market.

Talent Acquisition focuses on the strategic and targeted recruitment of specialists. In times of a shortage of skilled workers, it is crucial to develop innovative and efficient approaches to attract and retain highly qualified talent in the long term.

Benefits for you as a company:

• Ensuring a continuous talent pipeline through strategic recruitment processes
• Increasing employer attractiveness through tailored recruiting strategies and a positive candidate experience
• Reducing recruitment time and costs through more efficient selection processes
• Improving employee motivation and retention through targeted targeting and integration of talent
• Long-term success through attracting highly qualified specialists who contribute to company development

1. Introduction to Talent Acquisition

• What is talent acquisition and how does it differ from traditional recruiting?
• The importance of talent acquisition for long-term corporate strategy
• Challenges of the shortage of skilled workers: How companies can attract targeted talent
• The shift from reactive to proactive recruitment: talent pools and advance planning

2. The most important steps in the talent acquisition process

• Needs assessment: How companies correctly assess and plan staffing requirements
• Target group analysis: Who are the talents you are looking for and how do you reach them?
• Creating an appealing job ad: How to attract talent with clear, concise and targeted job descriptions
• Sourcing strategies: Where and how do companies find the best candidates? (job portals, social media, networking events, active sourcing)
• Screening and selection: How to select the best talent based on resumes, interviews, and assessments

3. Employer branding as a success factor

• Why employer branding is essential for talent acquisition
• The role of corporate values, corporate culture and benefits in recruitment
• How companies can build an authentic and attractive employer image
• Strategies to improve employer image in public (e.g. social media, review platforms such as Kununu)
• Employee Value Proposition (EVP): How to formulate the employer offer clearly and convincingly

4. Proactive recruitment: building talent pools and networks

• Talent pools: How companies ensure a continuous flow of qualified candidates
• Using social networks and professional platforms (e.g. LinkedIn, XING) to identify and attract talent
• The importance of networking: building relationships with potential talent before open positioning
• Strategies for long-term talent management: Early contact and relationship building with talents who will later fit into the company

5. Digital tools and technologies in talent acquisition

• Using recruiting software and applicant tracking systems (ATS) to automate and increase efficiency
• Artificial intelligence in recruitment: How AI can help find the right candidates faster and more precisely
• Chatbots and automation in the application process: How these technologies can improve the recruitment process
• Data analytics: How companies use data to make the right talent acquisition decisions
• Video interviews and digital selection processes: How virtual tools make recruitment more efficient

6. Candidate experience: Inspire talent throughout the process

• The importance of a positive candidate experience for brand perception and recruitment success
• Best practices for a transparent, respectful and efficient recruitment process
• How companies can convince candidates from initial contact to onboarding
• Feedback culture: How companies can constantly improve their recruitment processes through feedback

7. Diversity and Inclusion in Talent Acquisition

• Why diversity in the workforce is important and how it strengthens companies in the long term
• Strategies to promote diversity and inclusion in the recruitment process
• Identifying and minimizing unconscious bias: How companies can make objective, fair selection decisions
• The importance of diversity in recruitment from a legal and social perspective
• Success stories from companies that have successfully integrated diversity into their talent acquisition process

8. Onboarding: Managing the transition from recruitment to corporate success

• Why onboarding is key to long-term employee retention and success
• How the onboarding process should be efficiently designed in the context of talent acquisition
• Best practices for successful onboarding: communication, training, and integration of new employees
• Feedback and continuous improvement in the onboarding process: How companies can optimize entry for new talent

9. Measuring and monitoring the success of talent acquisition

• KPIs and metrics for measuring success in talent acquisition: How companies can evaluate and optimize their recruitment processes
• Time-to-hire, cost-per-hire and quality-of-hire: Which key figures are important for companies
• Candidate Satisfaction and Hiring Manager Satisfaction: How to measure and improve the satisfaction of all participants
• Reporting and continuous improvement: How companies are adapting their talent acquisition strategies to be successful in the long term

10. The future of talent acquisition

• Recruiting Trends and Developments: Automation, AI, and New Recruiting Channels
• The role of agile methods in talent acquisition: How flexibility and adaptability improve the recruitment process
• The importance of long-term relationships and networks for talent acquisition in the future
• The impact of remote work and global recruitment on the talent market
• The future challenges of the shortage of skilled workers and how companies can prepare for them

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