With competition for talent at an all-time high, you need a high-performing talent acquisition team to consistently attract the people your organization needs to succeed. Having the right people in your organization gives you the ability to out-innovate and outperform your competitors. But is your talent acquisition strategy positioned to find, attract, and retain the best talent?

For our Talent Acquisition 360 research, Cielo identified 16 dimensions of talent acquisition that high-performing organizations consistently exhibit. We then asked 1,100 leaders across the globe to rate their effectiveness, priorities, technology, and metrics relative to these dimensions. We divided these dimensions into two segments: Strategic and Core.

Strategic encompasses elements such as business impact and workforce insights. These are capabilities that affect business performance as well as high-level talent acquisition outcomes.

  • Innovating to meet the demands of the business
  • Identifying and defining metrics
  • Developing Strategic Workforce Planning
  • Demonstrating agility
  • Communicating with potential candidates
  • Delivering quality of hires consistently
  • Aligning talent and business goals
  • Implementing world-class technology

Core includes the operational talent acquisition process elements that support talent acquisition performance.

  • Communicating your employer value proposition
  • Candidate relationship management
  • Executing Total Talent Acquisition
  • Sourcing great talent
  • Simplifying recruiting processes
  • Investing in high-volume recruitment
  • Committing to diversity and inclusion
  • Using recruiting analytics to inform business decisions

One of the key insights we uncovered in the report is how different stakeholders across the business rate their talent acquisition function's performance against these dimensions. C-Suite execs, for instance, are much more bullish on talent acquisition than business leaders. The research also reveals how different stakeholders prioritize different dimensions within their business strategy. This lack of alignment is common – and those companies who can solve for it can thrive.

It won’t happen all at once, of course. Our belief – backed by the research – is that you should focus on core traits first in order to more effectively deliver on the talent acquisition strategy dimensions. A solid foundation of core skills will keep you consistently on the path of innovation and delivering recommendations for talent strategy.

Historically low unemployment rates mean that all levels of talent have more options than ever before, you will need a best-in-class talent acquisition team, along with the support and cooperation of the entire organization, to compete. These dimensions can help get you there.

Want to see the full results of our global research on the Talent Acquisition function? Download Cielo’s Talent Acquisition 360 now.


Though often used interchangeably, “talent acquisition” and “recruitment” are two very different things. While recruitment often addresses short-term, situational needs, talent acquisition refers to long-term strategies that affect the entire organizat...

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