Talent Acquisition Prioritization Template

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Efficiently manage and prioritize your talent acquisition process with this comprehensive template. Designed for Senior Technical Recruiters in the construction industry, this template helps you identify and focus on high-priority roles that need urgent attention.

By classifying roles based on their impact and urgency, you can ensure that critical positions are filled promptly, contributing to the success of your construction projects.

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Talent Acquisition Prioritization for Priority Matrix

Talent Acquisition Prioritization in Priority Matrix

Prioritize and streamline talent acquisition for key roles in the construction industry.

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Proposed Tasks

High Impact, Urgent

  • Identify All Open Roles - due in 1 week
    ☐ Compile a list of all open roles ☐ Document the job descriptions for each role ☐ Identify the project each role is associated with
  • Classify Roles Based on Impact - due in 2 weeks
    ☐ Determine the impact of each role on the project ☐ Classify roles into high and low impact categories
  • Start Recruitment for Q1 Roles - due in 5 weeks
    ☐ Post job ads for Q1 roles ☐ Screen applicants ☐ Conduct interviews ☐ Make job offers
  • Onboard Q1 Hires - due in 10 weeks
    ☐ Arrange for necessary training and orientation ☐ Prepare necessary resources and equipment

High Impact, Not Urgent

  • Determine Urgency of Roles - due in 3 weeks
    ☐ Identify which roles need to be filled immediately ☐ Classify roles into urgent and non-urgent categories
  • Create Eisenhower Matrix - due in 1 month
    ☐ Plot roles on the Eisenhower Matrix based on their impact and urgency ☐ Update the Matrix regularly
  • Start Recruitment for Q2 Roles - due in 6 weeks
    ☐ Post job ads for Q2 roles ☐ Screen applicants ☐ Conduct interviews ☐ Make job offers
  • Onboard Q2 Hires - due in 12 weeks
    ☐ Arrange for necessary training and orientation ☐ Prepare necessary resources and equipment

Low Impact, Urgent

  • Start Recruitment for Q3 Roles - due in 7 weeks
    ☐ Post job ads for Q3 roles ☐ Screen applicants ☐ Conduct interviews ☐ Make job offers
  • Onboard Q3 Hires - due in 14 weeks
    ☐ Arrange for necessary training and orientation ☐ Prepare necessary resources and equipment

Low Impact, Not Urgent

  • Start Recruitment for Q4 Roles - due in 8 weeks
    ☐ Post job ads for Q4 roles ☐ Screen applicants ☐ Conduct interviews ☐ Make job offers
  • Onboard Q4 Hires - due in 16 weeks
    ☐ Arrange for necessary training and orientation ☐ Prepare necessary resources and equipment