HCI- Strategic Talent Acquisition (STA) Certification Course

HCI’s Strategic Talent Acquisition (STA)

USD 1,995.00

Two-day course. Offered by the prestigious Human Capital Institute, this is the premier credential for professionals seeking a comprehensive, data-driven, customer-centric approach.  It provides a new set of competencies and a strategic and systematic approach for today’s talent acquisition landscape. Register for this course.

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Course Information

The Premier Credential for Professionals Seeking A Comprehensive, Data-Driven, Customer-Centric Approach

Become a true business influencer with HCI’s new comprehensive, data-driven approach. As an HCI certified talent acquisition professional, you’ll learn to identify quality talent, increase diversity, and enable winning teams to drive business outcomes. In addition, you will view the future of talent acquisition through a lens of customer centricity.

A Customer-Centric Approach | Rather than taking orders and recruiting on a position-by-position basis, talent acquisition professionals need a new set of competencies to meet the talent needs of the organisation today and provide the agility it will need for tomorrow. Transparency, communication, and relationship-building with business leaders, hiring managers and internal and external candidates form the foundation of the strategist’s approach.

The Marketer’s Advantage | The rise of social and consumer technologies has changed candidate expectations. They have the same high expectations that your clients and customers do — personalised experiences, relevant messaging, transparency and honesty. The right marketing strategies driven by relevant data and analytics will help you attract the best candidates and make the best hires. This goal-driven approach will help you connect hiring to the entire employee lifecycle, ensuring long-term organisational success.

HCI's Strategic Talent Acquisition Model

This model represents the core TA pillars needed to build an end-to-end strategy presented through a lens of customer centricity enhanced by technology and analytics to provide an actionable framework to achieve positive business results.

Programme Features

HCI’s newly-redesigned Strategic Talent Acquisition (STA) Certification features updated case studies, new trends and the latest innovations in talent acquisition strategy. This two-day course moves beyond the transactional elements of making the right hire—sourcing, interviewing, onboarding and provides you with deep expertise in the five pillars of Talent Acquisition strategy — Align, Segment, Brand, Pipeline and Assess & Select.

The rigorous curriculum bypasses the traditional lecture-based classroom. You will undergo a strategic business simulation during which you’ll assess your organisation’s current situation, work with teams and make decisions based on business challenges. Create a customised action plan that supports on-the-job implementation, complete with toolkits based on proven methodologies. In addition to the five pillars of talent acquisition, you’ll uncover:
■ How to align hiring to drive long-term business impact;
■ Tactics for staying agile and coping with rapid changes in the labour market;
■ Strategies for determining organisational gaps to impact the bottom line
more quickly;
■ How marketing tactics can help refine attraction strategies to match the
organisation with the right candidates; and
■ Why use analytics to drive better decision making in planning, sourcing, and
assessing of candidates.

HCI's STA - learn from the innovative practices of top organisations

What You Will Learn

Leveraging HCI’s systematic framework, you’ll walk away equipped with a complete strategy for integrating and executing the five pillars of Talent Acquisition:
Pillar #1 Align: Define and implement Talent Acquisition strategies to meet and exceed business goals and support organisational culture.
■ Identify the essential skills and knowledge necessary to achieve your organisation’s business goals through labour market analysis, workforce planning initiatives and ensuring the right mix of “Build, Buy & Borrow” strategies.

Pillar #2 Segment: Determine organisational gaps in critical roles to more quickly impact the bottom line.
■ Categorise and prioritise the organisation’s varying workforce segments including positions and profiles, competencies and indicators necessary for success.

Pillar #3 Brand: Define an Employment Value Proposition (EVP) for the organisation that attracts highly-qualified candidates.
■ Craft, customise and market the organisation’s value, key differentiators and reputation to target the best-fit skills and create Brand Ambassadors throughout the company.

Pillar #4 Pipeline: Develop a channel management strategy to fill the gaps with the right people at the right time.
■ Manage and provide essential resources for your team’s activities around internal and external sourcing and screening, including the contingent workforce.

Pillar #5 Assess and Select: Identify, develop, and measure candidate potential for success
■ Leverage assessments and competency- and behavioural-based interviewing techniques that eliminate bias, and assess and select for the best skill fit.

In addition to using the five pillars, you will leave knowing how to:
■ Balance technology and analytics with relationship management to attract highly-qualified candidates in each of the five modules.
■ Ensure exceptional service throughout the candidate experience for internal and external customers.
■ Explore the concept of the workplace experience and how it translates to Talent Acquisition.
■ Apply the concepts and skills in the course to a written Talent Acquisition document that allows you to communicate your strategy with executive leaders.

Learning Architecture

HCI offers the only comprehensive curriculum for Strategic Talent Management and New Economy Leadership. Courses incorporate the most current thought leadership, best practices, original research and new ideas into a continuously evolving, highly collaborative learning experience.

All HCI courses are built on a foundation of:
■ Substantive and contemporary content, consistent with business school standards;
■ Practical and actionable concepts, presented in case format;
■ Active involvement, engagement and participation;
■ Real world practices, that require application of the material;
■ Use of best media and methods across learning styles;
■ Highest quality instructors in both subject matter and pedagogy; and
■ An objective emphasis on measurably improving business performance.

Learning Fundamentals
■ Optimised blended learning environment;
■ Grounded in original research;
■ Designed and taught by senior academics and executives;
■ Highly interactive, case-based and collaborative;
■ Continually updated with new content, tools and information;
■ Practical, effective and focused on measurable business results; and
■ Supported by deep informal learning resources.



Available as private in-house delivery | Kuala Lumpur, Malaysia


Available as private in-house delivery | Brisbane, Australia

Available as private in-house delivery | Melbourne, Australia

Available as private in-house delivery | Perth, Australia

Available as private in-house delivery | Sydney, Australia

This course is available as private, onsite and instructor-led over a period of two days for a minimum of 12 participants per class.

If you are keen to have this private class delivered, at your location, please contact us today.

The Premier Credential for Professionals Seeking A Comprehensive, Data-Driven, Customer-Centric Approach


Module 1 – Getting Started (Your Customised Learning Plan; 2015 Global Megatrends; Course Design; The STA Framework; Tactical vs Strategic Planning; Building Strategic Relationships; Introductions).

Module 2 – Align (What is Strategy; Strategic Initiatives; Strategic Workforce Planning; SWOT Analysis; Hiring Manager Relationship; Build Business Acumen; Identify Business Strategies; Action Planning : 6 B’s; Contingent Workforce; Buy, Borrow & Borrow; Internal Mobility; Large Group Debrief; Action Planning: Align).

Module 3 – Brand (Employer Brand; Employee Value Proposition; The Candidate Experience; STA Role in Employer Branding; ABC’s of a Strong Employer Brand; Analyse Your Employer Brand; Build Your EVP; Competitive Advantage; Communicating the EVP; Brand Ambassadors; Demonstrate Your Brand; Improving Candidate Experience; Large Group Debrief; EVP : Evaluate: Action Planning: Brand).

Wrap Up Day One (Recap Key Learning Points; Q&A; Day Two Agenda).


Welcome Back (New Insights; Day Two Concepts and Process).

Module 4 – Pipeline (Build, Borrow & Buy; Sourcing Strategy; Advertising Model; Sourcing Model; Pipeline Model; Proactive Relationship Development; Sources for Building the Pipeline; Pipeline Building Tools & Tech; Applicant Tracking Systems; CRM & Recruitment Marketing; Segmented Marketing; Content Marketing; Talent Personas; Optimising Job Descriptions; Large Group Debrief; Challenges and Strategies; Sustainable Recruitment; Action Planning: Pipeline).

Module 5 – Assess & Select (Assessment Planning; Prepare Interview Questions; Challenges in Selection; Large Group Debrief; Pre-Hire Assessment Research; Pre-Employment Assessments; Assessment Best Practices; Interview Scorecards; Realism & Selection; Talent Acquisition Analytics; Rethink the Requisition Framework; New Metrics; Talent Management Value Chain; Metrics that Matter; Look for Data Outliers; Transparency & Directional Correctness; Quality of Hire Metrics & KPI; Aligning to Business Outcomes; Talent Analytics Scorecard; Action Planning : Assess & Select).

Module 6 – Putting It All Together (TA Strategy Document; Your Master Action Plan).

Course Wrap up (Action Plan Review; Course Summary;Final Q&A).

Why HCI?

Human Capital Institute

HCI logo for Strategic Talent Acquisition (STA)

About (This certification-led programme is by the Human Capital Institute (HCI). The Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. A global clearinghouse and catalyst for new ideas and next practices HCI is a resource for the most progressive organisations and executives in the world).

Audience Profile(195, 000 HCI members worldwide; 18 % in emerging markets; 96 % of the Fortune 500; 77 % of the Inc 500; 52,000 mid-sized firms; 726 colleges & universities; all major federal agencies and all branches of the military).

Online Talent Communities (world’s largest aggregator of open source news, information and research at the intersection of human capital and business strategy; access to over 100, 000 articles, white papers and case studies; digital library of over 1,800 webcasts, podcasts and videos; daily feed of over 200 expert blogs).

HCI Alumni

HCI Alumni (Since 2005, more than 20,000 progressive talent leaders have taken an HCI education course. As a participant, you will receive complimentary Community Membership with HCI.)

Faculty (The course is delivered by a single approved faculty member. Faculty are assigned to teach classes in any number of locations. Changes to the schedule may arise from time to time and may result in changes to assigned faculty.)

Who Should Attend

This is the premier programme for talent acquisition managers and leaders, recruiting professionals and other HR practitioners who desire to propel their business forward by improving candidate quality, speed to hire, and stakeholder satisfaction.

Sample titles include : Talent Acquisition Manager, Director or VP of Talent Acquisition, HR Manager or Director, HR Generalist, Corporate Recruiter, Executive Recruiter, and Sourcing Strategist. TA professionals working as inside organisations, as well as those supporting clients will benefit from this robust certification programme.


Exam Format(multiple choice exam; exam must be taken within six months of course completion – no extension of time will be given; exam consists of between 40-60 questions depending on which course is taken; pass score of 75%); up to three attempts provided to take the exam.

Certification (In order to receive your certification you must pass a test receiving a score of 75% or higher).

Recertification (each certification is valid for 3 year period; renewal is based on continuing education credits that demonstrate currency in the field; credits may be earned by attending HCI learning events, completing additional courses or through outside educational activities; the accumulation of 60 credits extends the certification for three additional years. For the Strategic Workforce Planning (SWP) course only, you may attend an SWP Alumni Workshop and pass the exam in the last year of certification to recertify your SWP.

Once you register for a course, you will be signed up as a member on the HCI portal. You can refer to the “Education” tab of your online profile and download HCI’s Recertification Tracker which outlines the requirements for recertification credits.

Credits :(1) This programme has been approved for 10.75 General recertification credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute; (2) SHRM has pre-approved this certification for 10.75 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications. The Human Capital Institute is recognised by SHRM to offer Professional Development Credits (PDCs) for courses named above.


A meal and light refreshments will be provided at this course.
This price is inclusive of the cost of taking the exam.

Important Note

1. Terms and conditions apply. Please visit Vertical Distinct for the full terms.
2. This course is brought to you in partnership with the Human Capital Institute and Ron Thomas.
3. Man-portrait-street-people image courtesy unsplash.com

Training Grants – applicable to courses in Malaysia

Human Resource Development Fund (HRDF)

The Strategic Talent Acquisition certification course is an approved course under the HRDF SBL-Khas Scheme.

Vertical Distinct Sdn Bhd is a PSMB (Pembangunan Sumber Manusia Berhad) Approved Training Provider and the courses offered in Malaysia are HRDF (Human Resource Development Fund) claimable. For guidelines and details on how to submit your application or claims to the HRDF, please visit HRDF.

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