Talent Acquisition Management Project Template

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Enhance your talent acquisition efforts with this comprehensive template designed for the physical therapy and rehabilitation industry. This template uses Priority Matrix to help you prioritize and manage candidate profiles, interviews, and follow-ups, ensuring an efficient hiring process.

With well-defined tasks and subtasks, this template guides you through identifying hiring needs, developing recruitment strategies, posting job openings, screening applications, conducting interviews, and more. Stay competitive by securing top talent effortlessly.

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Talent Acquisition Management Project for Priority Matrix

Talent Acquisition Management Project in Priority Matrix

Streamline your talent acquisition process for the physical therapy and rehabilitation industry.

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Proposed Tasks

Urgent and Important (Do First)

  • Task 1 due in 1 day: Identify Hiring Needs
    ☐ Discuss with department heads ☐ Identify skills gaps ☐ Define job descriptions
  • Task 3 due in 2 weeks: Post Job Openings
    ☐ Write job ads ☐ Post on job boards ☐ Share on social media
  • Task 4 due in 3 weeks: Screen Applications
    ☐ Review resumes ☐ Shortlist candidates
  • Task 5 due in 4 weeks: Conduct Interviews
    ☐ Schedule interviews ☐ Prepare interview questions ☐ Conduct interviews
  • Task 6 due in 5 weeks: Evaluate Candidates
    ☐ Score interviews ☐ Check references ☐ Make final selection
  • Task 7 due in 6 weeks: Make Job Offer
    ☐ Prepare job offer ☐ Negotiate terms ☐ Send job offer
  • Task 8 due in 7 weeks: Onboard New Hire
    ☐ Prepare onboarding materials ☐ Schedule first day ☐ Conduct orientation

Important, Not Urgent (Schedule)

  • Task 2 due in 1 week: Develop Recruitment Strategy
    ☐ Define sourcing channels ☐ Plan interview process ☐ Set timeline
  • Task 9 due in 8 weeks: Follow-Up with New Hire
    ☐ Schedule follow-up meeting ☐ Address any issues or concerns ☐ Ensure successful integration
  • Task 10 due in 9 weeks: Evaluate Recruitment Process
    ☐ Collect feedback from stakeholders ☐ Analyze recruitment metrics ☐ Identify areas for improvement
  • Task 11 due in 10 weeks: Update Recruitment Strategy
    ☐ Implement improvements ☐ Update recruitment strategy document

Urgent, Not Important (Delegate)

  • Task 12 due in 11 weeks: Maintain Candidate Database
    ☐ Update candidate profiles ☐ Archive old applications
  • Task 13 due in 12 weeks: Network with Industry Professionals
    ☐ Attend industry events ☐ Connect with potential candidates on LinkedIn
  • Task 14 due in 13 weeks: Stay Updated on Hiring Trends
    ☐ Read industry publications ☐ Participate in webinars

Not Urgent, Not Important (Don't Do)

  • Task 15 due in 14 weeks: Develop Employer Brand
    ☐ Work with marketing team ☐ Update company website ☐ Share employee testimonials
  • Task 16 due in 15 weeks: Improve Employee Retention
    ☐ Conduct employee satisfaction surveys ☐ Implement feedback
  • Task 17 due in 16 weeks: Foster Diversity and Inclusion
    ☐ Review hiring practices ☐ Provide diversity training
  • Task 18 due in 17 weeks: Plan Future Hiring Needs
    ☐ Discuss with department heads ☐ Update hiring plan
  • Task 19 due in 18 weeks: Refine Interview Process
    ☐ Collect feedback from candidates ☐ Implement improvements
  • Task 20 due in 19 weeks: Develop Employee Referral Program
    ☐ Design program structure ☐ Communicate program to employees