Sourcing, Selecting, and Securing Talent

Sourcing, Selecting, and Securing Talent

Areas of Study: Management

Qualifies for CMS

Qualifies for Certification

This course examines the best practices of sourcing, selecting, and securing employees—from filling a vacancy to the long-term approach of retaining talent.


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  • Audience Level:
  • Professional
  • Enrollment:
  • Required
  • Duration:
  • 5 hours

Course Summary


The work of today has changed significantly from what it was. Organizations have become more complex. Globalization and technology have created both opportunities and new challenges for the employment relationship and how employers and employees relate with one another. This holds true for the mining industry that must also deal with challenges such as volatile commodity markets. While all these challenges can be daunting, the fundamental issues of staffing, orientation, compensation, performance management, etc. remain vital and ongoing factors for organizations to address.

In this course, we look at the best practices of sourcing, selecting, and securing employees. This course will be of interest to managers and supervisors who work with recruiters to build their teams. This course will also benefit prospective employees to gain a better understanding of this process.

Taking a strategic approach, this course not only focuses on the immediate need to fill a vacancy. It looks at this as the first step in the longer term approach to engage and retain talent. This is achieved by linking the specific HR functions to the achievement of the organization's goals and strategic objectives.

Sourcing the right candidates for vacancies used to be a relatively easy process of placing an ad in the newspaper and waiting for the resumes to come in. Both employers and applicants knew where to connect. Today, it can be time consuming and much more difficult as there are a myriad of methods and places for employers to advertise and for employees to look. In this course we outline an approach of planning out the sourcing process to inform potential candidates of the opportunity to generate a sufficiently populated applicant pool of qualified candidates.

Once there are sufficient qualified applicants, making a good selection decision is vital. A poor selection decision can have a significant, negative impact on achievement of business goals. Developing a strong understanding of the requirements of the role and using these to screen and then develop interview questions and strategies to inform the selection decision is vital to a successful search.

Engagement and retention are increasingly becoming an important goal for organizations. As one of the first steps associated with this, the orientation process starts the employee on the path of becoming a committed and productive employee. Compensation is another area that contributes to engagement and retention. Understanding how compensation is related to the role and that it is fairly established addresses an underlying fundamental issue for employees.

Course Content

Sourcing, Selecting, and Securing Talent consists of 8 viewing sessions of 30–60 minutes each with supporting figures, tables and examples, plus interactive course reviews. Course duration is equivalent to approximately 5 hours of viewing content.

Learning Outcomes

  • Identify the steps of the recruitment and selection processes.
  • Identify the steps of the orientation and on-boarding processes.
  • Recognize how compensation contributes to employee engagement and retention.

Recommended Background

  • This course will be of interest to managers and supervisors who work with recruiters to build their teams. This course will also benefit prospective employees to gain a better understanding of this process.

Luciano Anjos

Luciano is an entrepreneurial leader and senior HR professional specializing in understanding organizational strategic objectives and providing operational, mission-driven solutions. The scope of his experience is largely concentrated in the manufacturing, technology and service sectors.

His work has been with large multinational corporations and small to medium sized organizations wishing to grow through the use of effective workforce (HR) practices. He operationalizes HR practices that allow execution of strategy through talent by driving employee engagement and retention. Luciano focuses on success through the use of data, metrics and KPIs. His collaborative communication style bridges the gap between strategy and execution.

Luciano was an adjunct instructor in the Sauder School of Business, University of British Columbia (undergrad and MBA) for 10 years. He has assisted several organizations recognized in the "Top 50 Companies to work for in Canada." Luciano supports the work of several not-for-profit organizations in his community.