Recruitment Strategy

Recruitment is a key HRM activity. The level of performance and organization depends on the effectiveness of its recruitment function.

Recruitment strategy means identifying the real recruitment needs of the organization and fulfilling the needs. The organizational needs are tied to the overall strategic business plan. The needs are in terms of number, quality and specialized skills and talents in every area of the organization’s activities.

A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

The recruitment strategy is a document describing the target position on the job market and the main recruitment sources to be used. The recruitment strategy has to be aligned perfectly with the HR Strategy, and it has to support the strategic goals and initiatives of the organization and Human Resources. The recruitment strategy defines the main goals for the recruitment process and HR Recruiters have to follow the defined goals as the organization reaches the desired position on the job market. The successful recruitment strategy helps to source the innovative organization with the diverse human resources.

Importance

The recruitment strategy contributes to building the unique position on the job market. Each company wants to hire the best talents, but they are not in the unique position. The job applicants tend to favour organizations, which seem attractive to them. The smart recruitment strategy differentiates the organization from competitors. The different recruitment approach promotes the creativity of the organization on the job market.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

Candidates to target

The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:

 . Performance level required: Different strategies are required for focusing on hiring high

    performers and average performers.

 • Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate’s experience can range from being a fresher to experienced senior professionals.

• Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

Main Recruitment Strategy Benefits

The recruitment strategy is a part of the complex war for talents. The organization with the defined recruitment strategy has the advantage. The organization knows what recruitment sources are key pipes delivering job candidates to the organization.

The well-organized recruitment function is about a deep knowledge of competitors on the job market. All companies want to hire the same people. They do want to offer best career opportunities. They want to build the competitive advantage based on the skills and competencies of the best candidates.

The recruitment is the expensive external service. Many organizations spend enormous budgets on hiring talents from the job market. They have no clear vision about their position on the job market, and they have to use specialized recruitment companies to deliver the candidates. The organization with a clear recruitment strategy has a sharp allocation of the recruitment budget to the recruitment sources bringing sustainable long-term benefits.

The recruitment strategy saves time. The HR Recruiter does not spend time researching the recruitment sources, which are not attractive for the organization. The HR Recruiter is fully dedicated to several recruitment sources and benefiting from the deep knowledge of the recruitment sources and the quality of candidates.

The recruitment strategy identifies the missing skills and competencies in the organization. The HR Recruiters are focused on hiring employees with the desired skill set. The recruitment process is a powerful source of the external know how and it can quickly improve the know how held by the company.

The organization with the innovative recruitment strategy attracts best talents available in the job market. The organization does not have to advertise the job vacancies widely. The best talents want to work for the organization. They apply on their own.

The recruitment strategy is a driving document for recruitment specialists and HR Recruiters. They do not waste time. They are focused on achieving the recruitment goals of the organization. They understand how goals are defined. The recruitment process is quicker. The decisions are made immediately.

A recruitment strategy reduces turnover and training and their associated costs which in turn create a loyal and skilled staff, increasing productivity and profits.

 

 

 

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Get best matched jobs on your email. No registration needed
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