Recruitment strategies vary greatly among companies and every employer needs a different approach. And although a good recruitment process means something else for every company, there are some key points that strong recruitment strategies have in common. Below you can find our five picks that are of significant importance for a strong recruitment strategy. As an employer, you will have to give your own twist to each of these points to make it work for you but this is a small list to get you started!
Having a strategy
The first and foremost part of having a strong recruitment strategy is actually having a strategy. Do you have a clear game plan when it comes to recruiting? This may seem obvious but many companies don´t actually have a clear plan in place. Your strategy should not only include your recruitment process but also topics like, for example, employer branding, a clear definition of company culture and elaborate job descriptions. Even if you have a great recruitment process, without a strong employer brand you won´t be able to attract the right candidates to apply for this process and overall your recruitment strategy will fail. Therefore, the first and most important thing you should always do when evaluating your recruitment strategy is critically looking at whether you have a plan to begin with.
A different approach for different generations
With different generations in the workplace, you will also have to adjust your recruitment strategy to the needs and preferences of those generations. In order to attract millennial talent, you might want to reconsider your flexible working or remote working arrangements because these are one of the most important requirements of that generation. Often more important than seniority or solely monetary reward. Therefore, to be successful in recruiting different generations, you will have to adjust your recruitment strategy slightly dependent on which segment you´re dealing with.
Technology
There is lots of useful technology out there that can help you with the recruitment process. But are you leveraging the right technologies in the right way to really make an impact on your process? Think about planning & scheduling tools, social media tools for employer branding, online assessments, online job boards, feedback & rating tools, gamification in the selection process…. And this list can go on and on. There are so many options out there but you need to make sure that you use technology to your advantage thereby strengthening your recruitment strategy.
Using data to measure results
A strong recruitment strategy uses data to measure results and to use the feedback to adjust the process where needed. Therefore, it is important to always do something with the data you have available from your recruitment process and analyze it to be able to keep optimizing your recruitment strategy.
Know the position you are recruiting for
Does the person leading the recruitment process for a certain position actually know the position inside and out? All too often, people in charging of hiring for a specific position don´t know very much about that position. Some companies require people recruiting for a position to actually be in that position for a couple of weeks before starting the recruitment process. This might be a bit extreme but the thought behind it is very good because how can you really recruit a good candidate for a position if you don´t know what the position truly entails?
These are our top 5 picks for developing a strong recruitment strategy, what other key points can you think of? We would love to read about it in the comments section!
