Do you know about a recruitment strategy? It is created before starting the talent search to ensure efficiency and effectiveness throughout the hiring process. This proposal aims to recruit the best talent from the talent pool and make the whole recruitment process more cost-effective.
What is a Recruitment Strategy?
A recruitment strategy is a formal plan that focuses on sourcing the best talent out of a talent pool for an organization.
Did you know that as per a report by Deloitte, in 2023, the highest global talent shortage was recorded with 77%? That’s huge, right? This shows the need to have a well-structured detailed plan for acquiring talents in the company.
You create this well-defined strategy to ensure that the process of talent acquisition can become both efficient and effective for your organization. That’s because it’s extremely important for organizations to build a strong, coherent and robust strategy of talent acquisition to meet the need of the dynamic market condition.
Why is Having a Recruitment Strategy Essential?
A recruitment strategy helps the employer to bring the best for their organization. They can meet the requirement in a more efficient manner.
- Maintains transparency: A proper and detailed strategic talent acquisition plan ensures high transparency to the employee that ultimately makes the recruitment process easier.
- Cost-saving: When you know what you want, what is beneficial for you and what you can have, you can save more time and money, right? Having a strategic recruitment plan is similar. When you know what talent, you require to meet the expectations of the organization, you can filter the talents before getting in touch with them.
- Lowers attrition rate: Attrition rate is the percentage of employees leaving the company than the employees being hired. For example, a 20% attrition rate shows that the number of employees leaving the organization is more than the number of employees joining it. Basically, it shows employee retention in the organization. With strategic recruitment, you can build strong teams in your organization and lower the attrition rate.
- Hires exemplary talents: A strong strategic plan is descriptive. When you know the targeted requirement, you’ll look for the talent that suits your needs the best. It helps the employer to select skilled talent targeted to the job description. It, again, saves a lot of effort for the employer and the employee as well.
- Increases employee satisfaction: Recruitment strategy is transparent. Where it allows the employees to understand the organization’s expectations, it also allows the employers to understand the candidate’s expectations. When you tend to fulfill the expectations of the employees, they’ll be satisfied and contribute to the organization in a greater way.
What are the Best Recruitment Strategies?
We now know the meaning of recruitment strategy and how important it is for an organization. Let’s get our hands on the best recruitment strategies we can have.
- Enhanced career page: An applicant is more likely to approach the organization for the vacancies through your career page. Having a well-defined career page makes it easier for the applicant to apply for the job role. Some tips on how to enhance your career page,
- Make it user-friendly to enhance the user experience.
- Use engaging and eye-catching graphics and fonts.
- Don’t use compulsory pop-ups on the screen while a person is just reading throughout.
- Make it flexible to be used in mobile as well desktop.
- Build a strong employer brand: You are not just a brand that satisfies your customers. The applicant also sees you as a brand. Having a strong employer brand helps the applicant to judge whether they should or shouldn’t apply to your company for a job. It reflects on who you are rather than what you do.
- Have a strong referral program: Employees already working in the company knows better about the work culture and ethic of the company. Consider having a referral program where the existing employees bring qualified talent for the teams. Encourage their participation with lucrative returns such as coupons, rewards.
- Consider college recruitment: Reach out to colleges and universities to get talent on the team. They are new learners, and they have a lot of scope to understand and grasp new things. They are eager to learn and apply knowledge practically. It can help you to discover the talent in a particular industry. You can start having college talents through inviting them for internships in your company.
- Automate the recruitment: There are tons of technologies that can help you to optimize and expand your team in a much better way. Artificial intelligence and machine-learning like technologies can be used to ease the task of the employees and the employers.
For example, there are various applications that use a proper automated system of interview where a video is recorded of the applicant while they are answering the question on the screen. The employer can see the video later and call the applicant if they find them skilled and knowledgeable.
How to Create an Effective Recruitment Strategy?
It’s important for the employer to create an effective talent acquisition strategy to ensure having the right talent with skills and knowledge to the right team.
Let us see how we can create an effective recruitment strategy.
- Define your requirements: This is an extremely important aspect that needs to be kept in mind while preparing the recruitment strategy. Clearly define what requirements you need to fill the job vacancy—be it work experience or qualifications. It saves time and effort for both the employees and the employer.
- Define your employer brand: An employer brand shows who you are. Reflection of this question is important for the applicant as this influences their decision to join the organization. Build a detailed and structured employer brand. Define what are the goals and objectives of the organization.
- Use social media: As suggested by Gartner, social media is likely to generate higher returns in recruitment. Social media is a very powerful platform to reach out to people. Everyone is there. You can get more and more talent engagement to your job through social media. It can help you to increase your talent pool and, thus, give you varied options to choose from.
- Feedback and surveys: Take feedback and conduct surveys from the existing employees to know about their expectations and needs. This will help you to know what the applicant might expect from you. It will also help you to make the experience of the existing employees better.
- Review current strategies: If your company already has a recruitment strategy, review the strategy. You can change the strategies aligning with the policies of your company to bring in more talents.
Do’s and Don’ts for Creating a Recruitment Strategy
| Do’s | Don’t |
|---|
- Remember your needs.
- Define your goals.
- Know your audience.
- Evaluate the strategies created.
- Create a detailed job description.
- Consider different channels to reach the target audience.
| - Forget your employer brands.
- Forget your requirement.
- Delay the hiring process.
- Restrict till the hiring process.
- Forget your employer brands.
- Take a lot of time to give feedback to the applicants.
|
Conclusion
Recruitment is a crucial process. Employers are facing significant challenges in getting the right talent. They don’t know how to proceed and who is right for what position.
The problem of having the right talent in the right position is making it difficult for the employers to get their hands on the people who can be an asset to their organization.
As a recruitment specialist, you should aim to meet the hiring requirements and recruit efficient talents for the organization.