The document outlines a model by Nitin Yadav focused on the purpose and principles of the CIPD, emphasizing areas such as recruitment strategy, employee branding, and candidate experience. It identifies challenges in talent acquisition and presents competencies needed, as well as development activities like workshops and webinars to enhance skills in diversity hiring, employment law, and HR analytics. Additionally, it includes a timeline for short-term and long-term goals to improve talent acquisition processes.

1. CIPD
MODEL
By Nitin yadav

2. About CIPD

3. PURPOSE
Principle-led
• Alignment
• Diversity
• Transparency
Evidence-based
• Analytics
• Research
• Feedback
Outcomes-
driven
• Efficiency
• Productivity
• Retention

4. • Responsible for attracting and
hiring top talent.
• Key areas: recruitment strategy,
employer branding, candidate
experience, and workforce planning.
Understanding the Talent
Acquisition Specialist Role
Objective :

5. • Lack of communication
• Less knowledge about ATS
• Talent Scarcity
• Lack of qualified candidates
• Difficulty grabbing the
attention of ideal candidates
• Talent gap
GAP ANALYSIS

6. • Short-term: Expertise in
advanced recruitment
techniques and improve time-
to-hire.
• Long-term: Transition into a
leadership role in Talent
Acquisition or Workforce
Planning.
Career Goals

7. Competencies for
Talent Acquisition :
Behavioral: Influencing skills, empathy, and adaptability.
Knowledge: Employment laws, diversity and inclusion, and HR
analytics.
Skills: Interviewing techniques, sourcing strategies, and
applicant tracking system (ATS) management.

8. Activities for Skill
Development
1. Recruitment and Selection Techniques :Attend
advanced sourcing workshops.
2. Employment Law and Compliance :Join CIPD legal
webinars to stay updated on compliance requirements.
3. Diversity and Inclusion in Hiring :Collaborate with
mentors to create inclusive job descriptions and interview
frameworks.
4. Employer Branding :Partner with marketing teams to
improve employer branding strategies through social
media

9. Core
Knowledge
• Recruitment and Selection
• Employment Law
• Diversity and Inclusion in Hiring
• Employer Branding
• Negotiation Tactics
• Onboarding
• Data analysis

10. CORE BEHAVIORS
• Building Relationship
• Valuing People
• Employer Branding
• Leadership
• Continous Improvement
• Diversity and Inclusive advocacy

11. • 1. Attend workshops on diversity
hiring and candidate engagement.
• 2. Enroll in online courses on HR
analytics.
• 3. Participate in CIPD webinars
focused on talent management.
• 4. Practice mock interviews and
sourcing strategies.
Specific Actions
for
Development

12. SPECIALIST
KNOWLEDGE
• Create hiring
• Succession, and onboarding plans
• HR/recruiting capacity
• A solid working knowledge of current employment laws
• Experience with applicant tracking systems

13. Timeline
s
Short-term (3-6 months):
• Complete an HR analytics certification.
• Attend two recruitment workshops.
Long-term (6-12 months):
• Implement learnings to reduce recruitment lead time.
• Gain knowledge in advanced ATS tools

14. • Online platforms: Coursera,
LinkedIn Learning.
• Books :Recruitment Essentials by
CIPD.
• Mentorship from senior HR
professionals.
• Company-provided ATS software for
practice.
Tools and
Resources

15. • Reduction in time-to-fill vacancies.
• Improvement in candidate
satisfaction scores.
• Certification completions and
workshop participation.
• Positive feedback from hiring
managers.
Measuring
Success

16. Thank
You