Talent Acquisition SWOT Analysis Tool

Helpful to Achieving the Objective / Harmful to Achieving the Objective
Internal in Origin (attributes of the system) / Strengths (examples)
·  Activities and attributes that help us attract, hire, and retain mission critical talent
·  How we differentiate from talent competitors – identify what we do that gives us an edge over our competitors
·  Do we have a well-known, widely-recognized brand?
·  A varied and widely-distributed network of contacts in professional organizations, colleges and universities, Federal, state and local governments, and others
·  Experienced recruitment teams/staff with expertise in using social media for multiple audiences and diverse settings
·  Well-established recruitment relationships with colleges, government, veterans organizations, non-profits that serve a diverse clientele and persons with disabilities, and other potential sources of recruitment talent / Weaknesses (examples)
·  Budget uncertainty
·  Lack of technical capability (equipment, infrastructure) to set up and carry out recruitment activities
·  Limited ability to use social media due to agency policy or lack of information technology expertise
·  Agency recruitment philosophy is transactional and reactive as compared to a broad approach from workforce planning to onboarding, with collaboration between HR and hiring officials
·  Weakly-defined Employee Value Proposition (EVP)
·  Poor communication of employer brand and agency mission
·  Ineffective networking – seeking out sources of talent only when the agency “has positions to fill”
·  Lack of understanding of alternative hiring authorities
External in Origin (attributes of environment) / Opportunities (examples)
·  Our competitive advantage over other organizations
·  Our talent capability to execute recruitment activities
·  Favorable economic or political climate
·  Positive public opinion of public service/government
·  Competitors doing less hiring
·  Leverage agency’s high public visibility due to media coverage
·  Federal agencies provide nationwide employment opportunities – an advantage over regional competitors / Threats (examples)
·  Competitive advantage of other organizations seeking similar talent
·  Budgetary limitations
·  Unfavorable economic or political climate
·  Negative press reports about public service or a specific agency
·  Competitors doing more hiring
·  Nationwide opportunities attract an overabundance of applicants, including many who may not be qualified

Strengths – what are the internal characteristics of your organization that give you an advantage over other organizations seeking the same talent?

Weaknesses – what are the internal characteristics that place your organization at a disadvantage as compared to your competitors?

Opportunities – what external (environmental) factors can your organization leverage in order to produce a competitive advantage?

Threats – what external or (environmental) factors must your organization address to minimize or avoid problems and issues?