Each company elaborates its recruiting strategy to fulfill its needs in staffing. It consists of the decisions that define how recruiting will proceed and which criteria HR management will use to select talents. To formulate your strategy, you need to understand your objectives. Which skills do you need to complete your work processes, and which profits they’ll bring to your company? Who has these skills, and which proficiencies do they include?
Let’s overview several components of a recruiting strategy, so you’ll be able to formulate your own based on them.
Job analysis: define the role, responsibilities, qualifications, and skills required for the position. Formulate a clear description of it: it’ll be used not as your final work description but as a guide for you on what to do next.
Branding strategy is how you’ll present yourself. Develop and promote a positive image of your company based on your values, culture, and benefits. It’s what will define the style of your future recruitment strategy.
A candidate persona is a profile of your ideal candidate. including their skills, experience, education, and personality traits. Creating such a profile before recruitment will greatly enhance your chances of finding a good candidate based on your
Source analysis: where do you plan to search for your candidates? Based on a candidate persona, you may decide to use various specific sites in addition to the general-purpose job sites. Job boards, industry-specific websites, social media, referral programs, networking events, and recruitment agencies are examples of such sources.
Screening and selection is when you’re developing your selection criteria for recruiting employees. Base them on your requirements, values, and candidate pool. Then, develop a process to screen resumes, applications, and cover letters. Various tracking and management systems will help you here.
Job posting includes job descriptions and advertisements that resonate with your target candidates. It can be a fully formal description, an informal one, or even with jokes and irony, depending on the age and typical behavior of your potential candidates. It should also reflect your working culture, so you’ll attract those candidates who’ll be comfortable with you.
Direct communication with the potential candidates is a good way to know them better and attract them to your company: it’s what is called “headhunting.” Search for them on social media, such as LinkedIn, and write to them directly about your job offer: there’s a large chance that they’ll respond to it.
Interviewing, unlike ordinary communication, is a highly structured process that should give you specific results. So, design a structured set of questions to assess candidates' technical skills, cultural fit, and behavioral competencies to obtain specific answers for assessment.
Assessment is the analysis of everything you may obtain via interviewing. In addition, it includes test assignments that will allow the candidate to show their skills in work.
The onboarding and integration plan includes how you’ll make the newcomer familiar with your workflows and values. It can include orientation courses and tasks, mentorship programs, or informal communications based on your company’s culture.
Collect feedback from candidates and your hiring team. Structure them based on the issues raised and communicate regarding them regularly. It’ll improve the recruitment process greatly and help your company to evolve.
Data analytics, reporting, and metrics are crucial to track the effectiveness of your recruiting and candidate’s work results quantitatively. This is another point where management software is what you need, as it’ll generate clear statistics based on your potential employees’ skills, work results, time to complete the task, and other parameters. Metrics include the time during which your vacancy is open, candidate satisfaction, and the hiring source efficiency (the number of interviews and hires over time).
Referral programs are a viable way to attract new talents based on those who’re with you. Engage your employees to share their networks and find new talents. Ii’s especially useful for technology recruiting when you need to find and hire individuals with extensive proficiency and a large experience in some field.
Lastly, review and update your recruiting strategy regularly to adapt to changing market conditions, candidate preferences, and feedback.
To wrap the article up, we’ll review various tools which you may use to implement these practices. They include various management systems, with different functions, sizes, and optionalities, depending on your company’s specifics. It can be a large system with description generation and job posting, a talent management tool for efficient onboarding and tracking, or a learning management software for constant improvement of your company’s staff.
Let’s review which functions are good for recruiting, work allocation, and employee training and how