Talent Acquisition is a complete lifecycle that begins when a unit identifies a workforce need and continues through a new hire's first 180 days. It includes strategic workforce planning, recruitment, candidate logistics and coordination, and onboarding.
The Talent Acquisition model evolution is a multi-year series of concurrent initiatives being led by Human Resources to modernize and enhance these activities at the University of Arizona.
Talent Acquisition Model Evolution Changes Overview
Past State: Decentralized and Inconsistent
Reactive and ad-hoc hiring practices
Siloed management of job postings across colleges/divisions
Use of outdated processes with limited data-informed reporting and strategic communication
Lack of straightforward guidelines and timing for reference checks
Complex Applicant Tracking System user interface and user experience
Disadvantages
Inefficient talent acquisition workflows and process speed
Administrative burden placed on hiring managers and committees
Inconsistent applicant and candidate experiences
Increased institutional risk and potential compliance gaps
Reduced competitiveness and ability to fully showcase the U of A as an employer of choice and success attracting top talent
Delayed problem identification within the hiring process, leading to rework and pauses
Future State: Supportive and Standardized
Integrated recruitment management with structured workflows, real-time collaboration, and consistent support across units, HR, and finance functions
Strategic workforce planning with data-driven insights and proactive talent pipeline development
Modern Applicant Tracking System with intuitive design, seamless integrations, and comprehensive reporting
Intentional onboarding program based on best practices and consistent milestones
Consistent compliance with all regulations and best practices
Advantages
Reduced time to hire, faster time to fill and less turnover
Exceptional and consistent candidate experience that strengthens our reputation and attracts top talent
Reduced institutional risk
Competitive positioning as a premier employer in today's talent market
Aligned talent acquisition practices that directly support institutional goals and growth
Talent Acquisition Model Initiatives
Foundational Services
HR takes lead on all job posting creation, offer letter creation, and candidate outcomes documentation while embedding talent acquisition expertise at these stages.
Goals
Reduce administrative burden on hiring managers, improve consistency across searches, ensure expert recruitment support is available early in the process, risk reduction.
Timing: March 2025 - January 2027
Search Management
HR will provide greater support during the search process to ensure search committees are provided with clear guidance, prompts, steps and milestones.
Goals
Reduce time to hire, avoid confusion and stagnation, support equitable decision-making, and improve candidate experience.
Timing: 2028
Pre-Hire Efficiency
HR will formalize and enhance the job offer to new hire process through the integration of our technology systems making the hiring journey faster, clearer and more welcoming.
Goals
Reduce administrative burden on hiring managers and improved data accuracy and enhanced compliance.
Timing: January 2027
New Applicant Tracking System
The university’s applicant tracking system, Talent, will transition software vendors from Cornerstone to ICIMS.
Goals
Improve candidate experience, optomize recruitment processes, provide foundation for recruitment reporting.
Timing: January 2027
Onboarding
New U of A employees will be provided with a consistent and supportive introduction to the university that encourages engagement and a sense of belonging.
Goals
New hire and improved retention.
Timing: TBD
Data and Benchmarking
HR is building a Key Performance Indicator framework to track recruitment performance, such as time to fill and offer acceptance rates, to establish meaningful baselines and targets for the university.
Goals
Move from minimal and misrepresentative performance targets to data informed benchmarks.
Timing: TBD
General Talent Acquisition Evolution Timeline
| DATE | EVENT |
|---|---|
| Spring–Fall 2025 | RFP and contracting for new Talent ATS software vendor |
| Winter 2025 | New ATS software vendor selected |
| March 2026 | HR creates all University Staff job postings in the Talent system |
| June 2026 | HR creates faculty job postings in the Talent system |
| Dec. 10, 2026 | Moratorium of current Talent site begins |
| January 2027 | New ATS software user training |
| January 2027 | HR takes lead on all candidate outcomes documentation in Talent system |
| January 2027 | HR creates all offer letters in the Talent system |
| Jan. 25, 2027 | New Talent system opens |
| Feb. 15, 2027 | Old Talent system deactivated |
| 2028 | Search management support |