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Recruiting is essential to any organization, regardless of its structure or sector of activity. The main step in ensuring an effective process is the acquisition of talent who will then develop a successful recruitment strategy.
1. Evaluate existing organizational strategies.
2. Solicit feedback from stakeholders.
3. Use technology.
4. Review internal policies and practices
5. Identify ways to attract candidates.
6. Update the recruitment process.
7. Manage headcount in relation to potential workforce.
8. Define the company's employer brand.
What is a recruitment strategy?
A recruitment strategy is defined as an action plan, a study of the techniques that make it possible to choose and find the right candidates to recruit. This strategy can include actions such as evaluating existing processes, identifying the most effective recruitment channels, optimizing job offers, or developing a strong employer brand.
The objective of the recruitment strategy is therefore to find the most qualified and most suitable candidates to meet the needs of the company.
Therefore, here are the 8 key steps to take to: develop an effective recruitment strategy.
8 steps to develop an effective recruitment strategy:
1. Evaluate existing organizational strategies
Before you start developing a recruitment strategy, you should review existing organizational strategies that apply to recruiting, which includes: marketing strategy, current recruiting strategy, other applicable departmental strategies, and you should also incorporate workforce plan information. These documents can provide key details, such as skills requirements and business priorities, and confirm the level of compensation based on the organization's structure. There are numerous recruitment strategy templates and best practice lists available online. It's important to review them to broaden your vision of what other businesses are doing and what might be possible for yours. However, keep in mind that each business is unique and that any practice should be considered and customized to meet the needs of the business.
2. Solicit feedback from stakeholders
It is important to obtain and incorporate feedback from stakeholders when developing a recruitment strategy. Stakeholders in a recruitment strategy include hiring managers, managers, employees, and other human resources teams. Also, be sure to factor candidate needs into the strategy.
3. Use technology
The use of software is necessary when the volume of recruitment increases. There are plenty of options to consider when it comes to potential candidates. An HRMS will often include a recruitment module with specific functionalities to automate your candidate and talent management processes.
The HRMS created by People Spheres is a solution for businesses looking to facilitate their HR management. It allows them to build software adapted to each need thanks to various modules. For example, their recruitment module makes it possible to keep qualified candidates in a database and to monitor the progress of applications without losing information and without re-entering the profile, it also allows easy communication with candidates throughout the recruitment period thanks to a library of pre-configured letters.
These tools can also be used to strengthen your recruitment marketing strategy. The search for candidates is complex. It's all about skills, experience, but also character and personality, which is why, Seeqle has set up algorithms to analyze socio-demographic data using data available on the web.
4. Review internal policies and practices
Your company's current policies and practices are things that set you apart from the competition when looking for potential candidates. This can be reflected in benefits, vacation policies, corporate social responsibility, flexible work options, or professional development. It is also an opportunity to identify policies that may be outdated and that could lead candidates to select other job offers.
5. Identify ways to attract candidates
There are various ways to attract active and passive candidates. It is necessary to prepare a communication strategy to identify the networks adapted to each post, and also to create an attractive campaign to attract future candidates.
Post a post on your website to give a general idea of the culture and atmosphere within the company. You can also consider other options, such as posting on job search sites, Social networks, sponsorship programs, communicating with former employees, manually finding passive candidates, outsourcing to a third party, and organizing internal events. To be more strategic with your recruitment, you can also consider taking advantage of AI, as mentioned earlier.
6. Update the recruitment process
Regularly updating and evaluating your internal recruitment process ensures effective practices. It is believed that the recruitment process is part of thecandidate experience. Ask your team to go through all the steps a candidate can take when considering a role in your organization. It is possible to have a competitive advantage by being transparent. In addition, ask for the opinion of candidates and hiring managers for continuous improvement.
7. Managing headcount in relation to potential headcount
Depending on the needs of the business, developing a recruitment strategy can also include the decision to determine if the talent you are looking for is permanent or temporary. You may decide to use a third party to manage the recruitment of casual workers, as they often have a talent pool. This can have a significant impact on the amount and type of work your ideal candidate acquisition team does. There are plenty of options for outsourcing some or all of your recruiting needs. You can use your own HR team for daily recruitment and partner with an organization in special circumstances. For example, if you need a large number of workers with the same skills from time to time, it may be more cost effective to outsource and use a talent partner with these skills. You can also decide to create long-term partnerships or to keep all or part of the recruitment in-house.
8. Define the company's employer brand
Prove to candidates that they will want to work in your company by giving them key information instead of simply telling them that it is good to work there.
An employer brand Appreciated is one of the bases of an effective recruitment strategy. It has a positive impact on the number and quality of applications received by a company. While that's not enough in and of itself, it's definitely something that should be the focus when you have a strong brand. If it is not well defined or known, your overall marketing strategy should include a component that refines the brand so that it can take advantage of it in the recruitment process. Once defined, you can highlight it, at the same time as your job offers thanks to the solution of HR programmatic offered by Seeqle.
Recruiting plays a very important role within the company, the fact of having a good recruitment strategy, having the right people in the right place is critical to business success. To meet this need, it is essential that your business takes its time when developing a recruitment strategy. This will ensure that the work undertaken by the talent acquisition team is focused on the goals and needs of the business. Find examples of effective recruitment campaigns, or download our advice to optimize your employer brand.
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