Become a Recruitment Expert (Document Bundle)

Become a Recruitment Expert

A recruitment strategy is a clear-cut hiring plan that defines the roles your company plans to recruit for, when and where those job opportunities will be posted, and the evaluation strategies through which you'll identify top candidates. This is a core element of the framework that hiring managers and HR professionals can follow in order to standardize and optimize hiring within your business.

Your company's needs, priorities, and strategy can vary depending on size, age, location or industry. But there's one thing you have in common with all those other companies out there if you want to succeed and grow as a business: you need to hire exceptional talent. You can do that with the right recruitment strategies.

The processes that you'll build, the places where you'll look for candidates and the methods you'll use to attract them depend heavily on your business goals and organizational structure. You don't have to reinvent the wheel, though, when you're developing a recruitment strategy. Start with tried and true methods and customize based on what makes sense for you.

Getting your recruitment strategy right is key to hitting your business goals. Here are some expert tips to help you set up your company for success – and the shortcuts to keep you ahead of your competition.

1. Getting your recruitment strategy right is essential to business success. Taking a strategic approach to recruitment encourages your talent teams to view the hiring process as ongoing, rather than solely advertising a job and hoping that they receive the right applicants. This method can result in a lengthy and costly hiring process, as well as more demand being placed on your teams, and additional strain on you and other hiring managers.

2. Recruitment strategies that are aligned to business objectives, are robust, and easily repeatable have the best chance of success.

3. A recruitment strategy is a clear, formal plan that sets out how your business will attract, hire, and onboard talent. It should be tied to your overall company objectives and include your talent requirements and skills gaps, headcount planning, employee value proposition, recruitment marketing strategies, selection criteria, tools or technologies you plan to use, succession plans, and your recruitment budget. Your recruitment strategies must be achievable and easy to communicate. While you can tweak your tactics, the strategy must always be clear.

4. A great recruitment strategy will have four core elements: growth and workforce planning, skills audit, strong focus on employer brand, and flexibility. By including these four elements, you will cover where the business is planning to go, what skills are needed to achieve that growth, how to effectively sell your company to potential employees, and ensure your business can easily adapt to the changing environment.

5. The goals of your recruitment strategy will vary depending on what stage your business is at and where you want to take it. You may not have the same recruitment goals if you are a startup or scaleup company as you will a global corporation. You should first analyse where you stand in the market and your goals should form where you want to be and how you plan to get there – these need to be clearly defined SMART goals that are specific, measurable, achievable, realistic, and timely.

Thank you for your attention,

Regards,

UJ Consulting