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Recruitment strategy - The best way to do it
Recruitment strategy
How to make a recruitment strategy? Let's see. It starts by you asking the right questions regarding your organisation:
Before developing a recruitment strategy, it's essential to gather relevant information about your organisation to ensure your strategy aligns with your company's goals, culture and needs. Here are some important organisational questions to ask before making a recruitment strategy:
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What are your company's short term and long term goals? Understand the company's strategic objectives and growth plans to determine the talent needed to achieve these goals
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What is the company's culture and values? Identify the core values and culture of the organisation to ensure that the recruitment strategy aligns with these aspects and attracts candidates who fit well with the company culture
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What are the critical roles and skills required? Identify the key positions that are vital for the success of the organisation. Determine the specific skills, qualifications and experience needed for each role
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What is the current state of the workforce? Assess the strengths and weaknesses of the existing workforce, identifying any skill gaps or areas where additional talent is required
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What is the employee turnover rate? Analyse the turnover rate and understand the reasons behind it. This can help address any underlying issues and develop retention strategies
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What is the budget for recruitment and hiring? Determine the budget available for recruitment efforts, including job advertising, recruitment agencies and other related expenses
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What are the company's diversity and inclusion goals? Consider diversity and inclusion as an integral part of your recruitment strategy. Identify ways to attract and hire a diverse pool of candidates
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What recruitment channels have been successful in the past? Review previous recruitment efforts to identify the most effective channels for sourcing candidates
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What is the average time to fill for open positions? Understand the average time it takes to fill vacant positions to set realistic expectations and improve the hiring process
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How will success be measured? Determine the key performance indicators (KPIs) that will be used to measure the success of the recruitment strategy, such as the quality of hires, time to fill and cost per hire
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Who will be involved in the recruitment process? Identify the stakeholders, decision makers, and team members who will be involved in the recruitment process and define their roles
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What resources are available for recruitment marketing and employer branding? Assess the resources available for promoting the employer brand and attracting top talent
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What challenges or obstacles might arise during the recruitment process? Anticipate potential challenges and plan strategies to overcome them effectively
By answering these organisational questions, you can gain valuable insights that will inform the development of a recruitment strategy tailored to your company's specific needs and objectives.
Now you are ready to plan your recruitment strategy.
Recruitment planning
Creating an effective recruitment strategy involves careful planning, understanding your company's needs and aligning your approach with the overall business goals.
Here are the steps to develop a recruitment strategy:
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Assess your hiring needs: Understand the specific positions you need to fill and the skills, qualifications and experience required for each role. Talk to department heads and stakeholders to get a clear picture of your company's current and future talent needs
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Define your target audience: Identify the type of candidates you want to attract. Consider factors such as demographics, skills, experience level and cultural fit. Tailor your recruitment messages and channels accordingly
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Employer branding: Develop a strong employer brand that reflects your company's values, culture and mission. Showcase what makes your company unique and appealing to potential candidates. Your employer brand should resonate with your target audience
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Determine recruitment channels: Decide which recruitment channels are most suitable for reaching your target candidates. This may include job boards like Findjobhub, social media platforms, LinkedIn, industry specific websites and your company's website
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Use employee referrals: Encourage and incentivise your current employees to refer candidates they know. Employee referrals can be a cost effective and efficient way to find quality candidates who are likely to fit well within your organisation
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Leverage social media: Use social media platforms to promote your employer brand, share job openings and engage with potential candidates. Social media can also be a powerful tool for showcasing your company culture and values
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Create compelling job descriptions: Craft clear and engaging job descriptions that highlight the responsibilities, opportunities and benefits of each role. Use language that appeals to your target audience and avoids jargon
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Optimise your careers page: Ensure your company's careers page is user friendly, mobile responsive and provides a seamless application process. Include relevant information about your company culture, benefits and available positions
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Recruitment metrics and analytics: Implement tools to track and measure the effectiveness of your recruitment efforts. Monitor metrics such as the source of candidates, time to fill, cost per hire and quality of hires
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Interview and selection process: Develop a structured and consistent interview and selection process to ensure fairness and efficiency. Train hiring managers and interviewers to conduct effective interviews and assess candidates objectively
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Candidate experience: Prioritise candidate experience throughout the recruitment process. Provide timely communication, feedback and a positive experience to all candidates, regardless of the outcome
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Continuous improvement: Regularly review and refine your recruitment strategy based on the data and feedback gathered. Stay updated on the latest trends and best practices in recruitment to remain competitive in attracting top talent
Please bear in mind that a successful recruitment strategy is not a one size fits all approach. It should be tailored to your company's unique needs, culture and target audience. Be open to experimentation and adaptation as you fine tune your approach over time.
Now it's time for the branding part.
Recruitment marketing strategy
Here are some strategies that have proven effective in recruitment marketing:
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Employer branding: Build a strong employer brand that reflects your company's culture, values and mission. This can help attract top talent who share the same values and are passionate about what your company does
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Employee referrals: Encourage your existing employees to refer their friends and family to open positions within the company. You can offer incentives or bonuses to employees who successfully refer new hires
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Social media: Use social media platforms such as LinkedIn, Facebook, Twitter and Instagram to promote job openings and showcase your company culture. Engage with potential candidates, share employee testimonials and post photos or videos of your team in action
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Job boards and online listings: Post job openings on relevant job boards and online listings. This can help increase the visibility of your job postings and attract a larger pool of candidates
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Recruitment events: Attend recruitment events such as job fairs, college fairs and industry conferences. This can help you connect with potential candidates in person and promote your company's values and culture
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SEO optimisation: Optimise your company's website and job postings for search engines. This can help increase the visibility of your job postings and attract more organic traffic. Meanwhile, making Search Engine Optimisation (SEO) is a long term strategy. You may not see your effort instantly
Ultimately, the best recruitment marketing strategy will depend on your company's specific goals and target audience. It's important to continuously analyse and adjust your strategies to ensure that you are attracting the best talent and achieving your hiring goals.
A commonly overlooked strategy is using employee advocacy. Let's see: