Prioritizing Talent Acquisition Template

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Enhance your talent acquisition strategy by systematically prioritizing hiring needs. This template uses a Priority Matrix to help you focus on roles that are most urgent and important for your company's growth.

Follow the steps outlined to compile a list of open roles, categorize them by department, and rank them based on urgency and importance. Use these rankings to create a Priority Matrix, review it with your team, and develop an effective hiring strategy.

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Prioritizing Talent Acquisition for Priority Matrix

Prioritizing Talent Acquisition in Priority Matrix

Prioritize hiring needs based on urgency and importance to align with company goals.

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Proposed Tasks

High Importance, High Urgency

  • Compile List of Open Roles - due in 1 day
    ☐ Gather all open roles from different departments ☐ Ensure all roles are approved and budgeted for
  • Identify Importance of Roles - due in 1 week
    ☐ Consult with department heads to identify importance ☐ Rank roles based on importance
  • Identify Urgency of Roles - due in 1 week
    ☐ Consult with department heads to identify urgency ☐ Rank roles based on urgency
  • Implement Hiring Strategy Based on Matrix - due in 3 weeks
    ☐ Develop hiring strategy based on matrix priorities ☐ Implement strategy

High Importance, Low Urgency

  • Categorize Roles by Department - due in 3 days
    ☐ Group roles by department ☐ Identify roles that are cross-functional
  • Plot Roles on Priority Matrix - due in 1.5 weeks
    ☐ Use urgency and importance rankings to plot roles on matrix
  • Review Priority Matrix with Team - due in 2 weeks
    ☐ Present matrix to talent acquisition team ☐ Discuss and adjust as necessary
  • Finalize Priority Matrix - due in 2.5 weeks
    ☐ Make final adjustments to matrix ☐ Approve final matrix

Low Importance, High Urgency

  • Monitor Hiring Progress - ongoing
    ☐ Regularly check progress on filling roles ☐ Adjust strategy as necessary

Low Importance, Low Urgency

  • Review and Update Matrix Quarterly - every 3 months
    ☐ Review matrix every quarter ☐ Update matrix based on changes in company goals or role urgency/importance