TAM
Talent Acquisition Mastery
05 March 2024 Ramallah


Course Overview

This course will highlight the importance of the contemporary strategic talent acquisition process as an enabler to link top-notch talent with organizational human capital needs. This course brings to life the practical tools that the talent acquisition specialist needs to solve the challenges brought by the process.

Covering the cycle of workforce planning through sourcing and placing talent in the right place the course will preview the global trends impacting talent acquisition.


By the end of this course, the participants will gain insights into the onboarding process and its importance in capturing the value of the new hires, and they will be able to measure the effectiveness of the talent acquisition process by referring to the ISO 30414 measurement framework.


Course Objectives

  • Understand the strategicimportance of talent acquisitionin organizational success.
  • Identify and analyze key trendsand challenges in the field oftalent acquisition.
  • Apply workforce planningprinciples to anticipate staffingneeds and align recruitmentstrategies.
  • Conduct effective job analysis tocreate accurate job descriptionsand qualifications.
  • Develop and implement employerbranding strategies to attract toptalent.

Run this course

IN-HOUSE

Association

Society for Human Resource Management (SHRM)

SHRM, the Society for Human Resource Management, creates better workplaces where employers and employees thrive together.
As the voice of all things works, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today’s evolving workplaces. With 300,000+ HR and business executive members in 165 countries, SHRM impacts the lives of more than 115 million workers and families globally.

COURSE DIRECTOR - Adi Mazen

Adi Mazen is an experienced HR expert with 16 years of experience in the field. He thrives on challenges that organizations are facing in our world today. As an entrepreneur in the HR field, he helped many companies to achieve excellence in their operations. He applied the HR best practices and provided the proper guidance for these organizations.

He designed solid human capital strategies in many fields. He designed apprenticeship programs in the field of recruitment, succession management strategies based on a scientific approach, and psychometric assessment tools. He uses the assessment center approach in selecting and developing high-potential leaders. Adi is also well recognized in his ability to design training and development strategies based on a solid organizational need.

Adi is a well-seasoned professional in establishing positive work environments. He uses 360-degree tools to assess the current culture of any organization, and making a well-suited strategy that helps advance the culture, and steering it in the right way. He made all the above achievements over his 12 years tenure with Caterpillar dealer in the levant area (Lebanon, Syria, Jordan, and West bank), where he occupied the position of HR group manager.

Adi Mazen has joined the Mudieb Haddad group three years ago, where he led a major initiative in designing KPIs (Key performance indicators) for all the jobs in the company. He uses quantifiable approaches in designing KPIs, and this helps the organization to establish a robust performance management system. He is also a committee member for ISO 9001 and ISO 22000. His contribution to the newly acquired ISO 22000 was important. He led the project of the food defense of ISO 22000 where he used the universal CARVER technique to assess the organization against this standard and the compliance state of the organization.

In addition to these professional achievements, Adi is a well-recognized HR certifications instructor in his country. He is a certified SHRM-SCP and SPHRi, and he delivers SHRM-CP/SCP professional certifications for the last seven years. Adi is known for his ability to simplify complex HR theories and can demonstrate these theories practically and easily. In addition to HR certifications training delivery, he is also a professional trainer for many HR topics, like Talent acquisition, succession management, and performance management. 

Adi Mazen is considered as one of the first professionals who acquired the ISO 30414 certification (HRM: guidelines for internal and external human capital reporting). This standard is the first of its kind in the world. It was designed to enable HR organizations to quantify their contributions and showing their ROI in a way that reinforces the business partnership of HR with the top management. He has delivered the first ISO 30414 lead auditor course in Jordan, and he is about to certify the IFH (Institute for Family Health) to be the first NGO certified in this standard in the Jordan area.

Publications

Three articles published on SHRM website:

  • Back to the Origins - Going Back to Basic Management Concepts Can Alleviate High Job Stress
  • HR Service Delivery - Transforming your HR department into employee-centric Function.
  • Sales Workforce Development

First book publication, sponsored by Austin Macauley Publishers:

The Four Levels of HR Excellence (Mastering the Basic HR Functions & Measuring Their Effectiveness), published April 2021.

COURSE OUTLINE

MODULE 1
  • Defining talent acquisition
  • Trends in talent acquisition
  • Connecting talent acquisition to the big picture
  • Importance of talent acquisition
MODULE 3
  • Challenges faced during talent acquisition process
  • Methods of overcoming talent acquisition challenges
MODULE 5
  • What’s strategic workforce planning
  • Current state & historical trends
  • Forecasting
  • Identifying gaps
  • Headcount model creation – workload drivers
  • Global strategic workforce planning
MODULE 7
  • Sourcing vs. recruiting.
  • How to source candidates
  • Creating a sourcing plan
  • Sourcing plan effectiveness
  • Key sourcing methods
  • Using social media to source candidates
MODULE 9
  • Resume and phone screening
  • Behavioral interviewing
  • Case study and open discussion.
  • Assessment types
  • Validity vs. Reliability
  • Making the final decision and the offer letter
  • Checking candidate’s references
  • Negotiation compensation.
MODULE 11
  • Employer branding and candidate journey
  • Employer branding strategy and tactics.
  • Employer brand communication.
  • Employer brand Target audience.
  • Measuring employer branding results – Employer Brand Metrics.
MODULE 2
  • Benefits of talent acquisition strategy
  • Talent acquisition strategy execution
MODULE 4
  • The workforce ecosystem
  • The rise of the social enterprise
  • The end of static jobs
  • From careers to experience
  • Employees value proposition
MODULE 6
  • The key pillars of hiring
  • Building candidate profile
  • PAC Worksheet
  • How to write a job description – Job Analysis Worksheet
MODULE 8
  • Internal factors
  • External factors.
MODULE 10
  • What is onboarding
  • Onboarding vs. orientation
  • The onboarding process
MODULE 12
  • ISO 30414 Perspective

Course Fees

Date Location Final Fee
5 - 7 March 2024 Ramallah 1200 $
Notes


There is no more profitable investment than investing in yourself.