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👥 Human Resources  ·  Intermediate

Certified Talent Acquisition Manager

Online Certification  ·  10 Weeks  ·  Globally Recognised  ·  (CTAM)

✅ 2026 Edition 🎓 CPD Accredited 🌍 100+ Countries 📜 Digital + Physical Certificate 100% Online
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Executive Summary

Certified Talent Acquisition Manager

Designed for today’s high-impact professionals, the Certified Talent Acquisition Manager (CTAM) delivers a rigorous Intermediate-level curriculum that equips participants with the knowledge, tools and frameworks needed to excel in human resource management, talent development and organisational effectiveness.

This 10 Weeks programme is structured around SHRM, CIPD and ILO Labour Standards, ensuring every graduate applies internationally validated methods to real-world challenges.

GLI’s CTAM holders are recognised by leading organisations across Africa, the Gulf, Europe and the Americas as qualified, results-driven professionals. Whether you are advancing your current career or transitioning into new responsibilities, this certification provides the competitive edge you need in 2026 and beyond.

Programme Overview

Certification at a Glance

Certification
Certified Talent Acquisition Manager
Acronym
CTAM
Category
Human Resources
Level
Intermediate
Duration
10 Weeks
Delivery Mode
100% Online
Assessment
Online Examination
Certificate
Digital + Physical
CPD Eligibility
CPD Accredited
Alumni Benefits
GLI Network Access
Self-Paced
USD 349
Live Virtual
USD 549
Target Audience

Who Should Enrol?

  • HR Managers and Directors
  • HR Business Partners
  • Learning and Development Managers
  • Employee Relations and OD Specialists
Programme Inclusions

Everything Included in Your Enrolment

  • All study materials and study guide
  • Access to GLI online learning portal
  • Online examination and assessment
  • Digital certificate and digital badge
  • Physical certificate (shipped to you)
  • CPD credits for professional bodies
  • GLI alumni network membership
  • Facilitator and tutor support
  • Resource downloads and reference library
  • Automatic enrolment confirmation
Certification Benefits

Why This Certification Matters for Your Career

Career Advancement
Accelerate your career towards CHRO and senior people-management roles
Professional Recognition
Credential aligned with SHRM, CIPD and ILO Labour Standards
Leadership Capability
Develop the strategic and operational skills to lead complex human resource management functions
Organisational Impact
Design and implement human resource management systems that drive performance and measurable results
Compliance Readiness
Master the standards, compliance and ethical governance central to human resource management
Global Employability
Qualify for human resource management roles across multinationals, NGOs and international organisations worldwide
Competency Framework

Core Competencies You Will Develop

✦Talent Acquisition Architecture
✦Talent Sourcing Strategy
✦Talent Pipeline Architecture
✦Recruitment Technology Interfaces
✦Recruitment Compliance
✦Critical Talent Hiring
Course Curriculum

Programme Modules

The full programme, module by module.

Core CurriculumModules 1–20 · specific to Certified Talent Acquisition Manager · module 20 is the capstone
1
Talent Acquisition Architecture
Onboarding, probation and exit · Talent and capability ecosystems · Talent, succession and workforce learning · Talent sourcing channels and pipelines
2
Workforce Hiring Demand
Demand planning, forecasting and the distortion of signals · Workforce planning: demand, supply and the critical few roles · Strategic workforce planning and demand forecasting · Workforce segmentation and critical roles
3
Talent Market Mapping
Knowledge creation, the SECI cycle and external acquisition · Reading the numbers: what financial statements tell a manager · Reading financial statements as a manager · Customer (employee/manager) satisfaction
4
Talent Sourcing Strategy
Sourcing candidates and building talent pools · Learning strategy and business alignment · Digital learning strategy · Learning strategy and roadmaps
5
Employer Attraction Systems
Employer branding and employee value proposition (EVP) · Learning KPIs and scorecards · Learner and stakeholder satisfaction · L&D maturity assessment
6
Recruitment Funnel Management
Applicant tracking systems and recruitment analytics · Recruitment operations: coordination, scheduling and candidate flow · Curriculum and programme design · Sequencing, chunking and scaffolding
7
Talent Pipeline Architecture
Pipeline coverage, velocity and the health checks that matter · Accessibility and universal design · Motivation and self-directed learning · Learning technology ecosystem
8
Selection Process Governance
Resourcing and selection: attracting, assessing and deciding · IT governance, compliance and data protection obligations · Bias and fairness in selection · Governance codes and comply-or-explain: using the code as a tool
9
Candidate Assessment Systems
Organisational maturity, assessment and improvement programmes · Security assessment, vulnerability management and remediation · Assessment centres, tests and work samples · Assessment methods: tests, exercises and their limits
10
Recruitment Technology Interfaces
Managing technology assets, vendors and technical debt · HR technology, HRIS and AI in people decisions · Learning platforms and technology: choosing and running the LMS · Reward: pay structures, equity and what money actually does
11
Recruitment Vendor Management
People data, HR analytics and evidence-based practice · Exit, offboarding and knowledge retention · Organisation design: structure, roles and accountability · Identifying and developing high potential
12
Candidate Experience Governance
Customer effort, journeys and designing the experience · How adults learn: relevance, experience and the limits of attention · Inclusion in practice: culture, gender and everyday experience · The human rights framework: obligations, duty bearers and rights holders
13
Recruitment Compliance
Employment compliance, contracts and workforce risk · Regulatory compliance and audit · Working with subject-matter experts: turning expertise into instruction · Content development and storyboarding: from design to build
14
Talent Acquisition Metrics
Responding to gender-based violence: survivor-centred practice and referral · Supporting older people: ageing, care needs and dignity · Home visiting and outreach: meeting people where they are · Psychosocial support: helping people cope without treating them
15
Recruitment Forecasting
Pipeline management, forecasting and CRM discipline · Time series forecasting: trend, seasonality and the limits of the past · Working with diversity and marginalisation · Motivational interviewing spirit and skills
16
Critical Talent Hiring
Stakeholder engagement strategy · Project data, reporting and analytics · Portfolio and resource management systems · AI and predictive project analytics
17
Talent Acquisition Risk
Land rights, tenure and equitable resource use · Impact assessment and outcome measurement · Situation analysis and diagnostic assessment · Data-driven decision support and analytics
18
Recruitment Quality Systems
Relationship management and retention · Proactive engagement and success · Win-back and re-engagement · Workforce planning and scheduling
19
Talent Acquisition Improvement
IT maturity assessment · Solution assessment and validation · Security awareness and human factors · Control environment and risk assessment
20
Talent Acquisition Management Strategy
Age-appropriate assessment · Engagement and rapport with young people · Input sourcing and quality control · What strategy is: choice, trade-off and the strategy statement
Professional ElectivesModules 21–30 · common to all GLI certifications · broaden your professional range
21
Strategic Communication and Executive Presentation
Vision, purpose and translating direction into work · Audience-centred communication and message structure · Executive leadership: the board interface and enterprise stewardship · Persuasive structure: framing, evidence and the ask
22
Leadership and Team Effectiveness
Leadership identity, style and the limits of style · Leadership assessment, feedback and continuous self-review · Leadership versus management and when each is needed · Situational and adaptive leadership
23
Analytical Thinking and Evidence-Based Reasoning
Creativity and critical-thinking development · Analytical techniques and bias · Evidence-based improvement · Problem framing: symptoms, definition and scope
24
Professional Decision-Making
Managerial decision-making, bias and decision rights · Escalation and decision-making · Decision support: briefs, options and judgement under pressure · Decision frameworks: criteria, weighting and trade-offs
25
Negotiation, Influence and Stakeholder Management
Negotiation preparation: interests, options and the walk-away · Power, followership and organisational politics · Negotiation: preparation, interests and value creation · Concessions, anchoring and the shape of a bargain
26
Project and Execution Management
Proposals, bids and the business case · Project roles and the project manager · Developing the project business case · Planning, scheduling and personal workflow systems
27
Financial Literacy for Professionals
Financial reporting standards and their application · Financial management for the operating manager · Liquidity, funding and balance sheet management · Management accounting: costing, budgeting and decision support
28
Digital Skills, AI and Technology for Professionals
Digital workplace, collaboration and user support · Productivity, collaboration and workflow tools · Tools for interaction and collaboration · Working with data: quality, interpretation and honest presentation
29
Ethics, Governance and Professional Accountability
Ethical leadership: integrity, tolerated behaviour and moral courage · Ethics, conduct and speaking up · Business development risk, ethics and integrity · AI for managers: adoption, oversight and governance
30
Personal Effectiveness, Productivity and Career Growth
Emotional competence: awareness, regulation and expression · Self-awareness, strengths and the accuracy of self-image · Emotional intelligence and self-regulation · Priority: outcomes, importance and the urgency trap

Every module opens in the learning portal with its full lesson set, worked examples, further reading and video masterclasses. 30 modules · 150 lessons.

Learning Outcomes

What You Will Achieve

  • Workforce Hiring Demand — applied to your own work
  • Talent Market Mapping — applied to your own work
  • Talent Sourcing Strategy — applied to your own work
  • Employer Attraction Systems — applied to your own work
  • Recruitment Funnel Management — applied to your own work
  • Talent Pipeline Architecture — applied to your own work
Enrolment Process

How to Get Certified

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Step 3: Study in the GLI Learning Portal
Work through 30 structured modules and 150 lessons at your own pace, with downloadable resources and expert-designed content — all inside the LMS.
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Step 4: Pass, Get Certified & Verified
Sit your final examination online, earn your certificate instantly, and receive a globally verifiable Certificate ID — plus GLI Alumni Network access.
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Secure checkout · Instant LMS access · Globally verifiable certificate
Frequently Asked Questions

Common Questions

What is the CTAM certification?

The Certified Talent Acquisition Manager is a professional certification awarded by the Global Leadership Institute. It covers 20 core modules specific to Talent Acquisition Manager, culminating in the capstone “Talent Acquisition Management Strategy”, plus 10 professional elective modules common to all GLI certifications. Candidates study through the online portal, submit the capstone project and sit a final examination; those who pass receive a verifiable certificate carrying a unique certificate ID.

Who should enrol in the CTAM?

This certification is ideal for HR Managers and Directors, HR Business Partners, Learning and Development Managers and Employee Relations and OD Specialists, and other professionals seeking to formalise their expertise in human resource management, talent development and organisational effectiveness with a globally recognised credential.

How long does the CTAM certification take to complete?

The programme is structured over 10 Weeks and offers flexible learning modes. Self-paced learners can progress at their own schedule, while live virtual participants follow a structured cohort schedule with facilitator-led sessions.

Is the CTAM internationally recognised?

Yes. GLI certifications are recognised across 100+ countries and are aligned with SHRM, CIPD and ILO Labour Standards. Graduates receive a digital certificate, a physical certificate and CPD credits recognised by employers worldwide.

What is the cost of the CTAM certification?

The Certified Talent Acquisition Manager is offered in two formats: Self-Paced at USD 349 and Live Virtual at USD 549. Corporate group rates are available for organisations enrolling 5 or more participants. Contact GLI for a bespoke corporate training quotation.

What does the CTAM certification include?

Enrolment includes all study materials and study guides, access to GLI's online learning portal, online examination, digital certificate and badge, physical certificate (posted), CPD credits, GLI alumni network membership, and ongoing facilitator support.

What is the assessment format for the CTAM?

The Certified Talent Acquisition Manager is assessed through an online examination consisting of multiple-choice questions, case study analysis, and practical application assignments. The assessment is designed to evaluate real-world competency, not just theoretical recall.

What CPD credits do I earn from the CTAM?

The Certified Talent Acquisition Manager carries Continuing Professional Development (CPD) credits, which can be applied towards professional body requirements including recognised international professional associations.

Can I study the CTAM while working full-time?

Absolutely. The self-paced option is designed for busy working professionals and allows you to study when and where it suits you. Live virtual sessions are typically scheduled in the evenings or on weekends to accommodate professional commitments.

What career outcomes can I expect from the CTAM?

Graduates progress towards CHRO and senior people-management roles. The CTAM strengthens your expertise in human resource management, talent development and organisational effectiveness and positions you for advancement across multinationals, NGOs and international organisations.

Graduate Voices

What Our Alumni Say

“

The curriculum was directly applicable to my daily work. I immediately applied what I learned and saw results within weeks of completing the programme.

HR Director
Private Sector
“

GLI's certification is the most practical professional programme I have attended. The international frameworks gave me credibility with my employer and clients.

People Manager
NGO Sector
“

I earned my CTAM while working full-time. The self-paced format made it possible, and the quality of the content is genuinely world-class.

Talent Lead
Government
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