Developing Effective Recruitment Strategy (PowerPoint PPTX)

Developing Effective Recruitment Strategy

Contents :
1. 3 Key Shift in Effective Recruitment Strategy
2. Strategic Recruitment Decisions
3. 7 Recruitment Strategies to Improve Your Hiring Process
4. Develop a clear employer brand
5. Optimize Your Career Page 
6. Share Company Culture on Social
7. Create an Employee Referral
8. Improving the Hiring Process with Data and Metrics
9. Take Advantage of Search Engine Tools
10. How to Build a Recruitment Plan
11. Forecast future hiring needs
12. Get your org organization chart up to date
13. Identify likely attrition and turnover
14. Skill Gaps Analysis
15. Get clear about the type of candidates you want to attract
16. Revisit your employee value proposition
17. Develop your sourcing strategy
18. Refine your selection process
19. Design an onboarding process
20. Identify tools that can help recruitment process
21. Programmatic recruitment platforms
22. Create a Budget to Support Your Recruitment Plan

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.

Recruitment strategies that are aligned to business objectives, are robust, and easily repeatable have the best chance of success. But how do you go about creating a great recruitment and talent sourcing strategy?

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.

Flexibility is an essential part of your recruitment strategy. Not only do you need to be able to adapt your strategy to the changing market, but you also need to consider what long-term and short-term objectives you may have. Hiring temporary staff is an easy way to scale your teams up or down, accounting for seasonal changes or economic conditions, allowing you to recruit quickly when additional resource is needed.

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.

The goals within your recruitment strategy should be a combination of those designed to improve your recruitment process, as well as your wider business goals. You then need to look at how you will recruit to meet those targets.

Regards,

UJ Consulting