Published on October 31st, 2022
You are sipping on some nice coffee thinking of pushing ahead with a well-balanced day. The inbox beacons you to open a mail that’s asking you to close 10 new positions- within the next 14 days!
Now you feel that quick churn in your stomach wishing you had a magic armlet that could push out perfect candidates while you snap your fingers.
Well, in the real world this might be outlandish, but we have the next best thing(Sans the genie and the magic carpet, of course)!
According to SHRM, it takes an average of 36 days for a hirer to fill in a position, so, how is it even remotely possible to hire 10 new sales development representatives in 14 days? The math doesn’t seem right at all. But a well-oiled hiring system can make some magic at the snap of your fingers (of course sans the genies and lamps!)
Given your deadlines and talent acquisition targets, your recruitment strategy should primarily focus on the specifics of each individual role instead of keeping it generic to all the roles you need to fill. One size doesn’t fill all and you know it best with all the years of experience and the ‘n’ number of recruitment drives you’ve steered successfully. Recruitment experts suggest you to go the grassroots level and take into account anything and everything that’ll be a part of your ‘recruitment’ - the systems that will be used, the vendors you’ll involve for candidate sourcing to doing background checks, the Job Descriptions for the open positions, that fancy piece of content that sits on your company’s careers page, so and so forth. You know the drill.
Just like how creating a proper recruitment plan helps in streamlining many aspects, a well-laid recruitment strategy will save you time and money but also streamline the effort seamlessly. Wondering how? Here’s some help- an out-of-the-box recruitment strategy that can come in handy.
Establishing synchrony between hiring activities and corporate objectives:
By concentrating on recruiting and hiring people in the areas where the firm has the most need, the recruitment plan helps in guiding the work of the recruitment team. To take an example, if your company wants to explore business opportunities in newer regions, the search for candidates should be focused in this area as well.
Creating an adaptable budget for the recruitment plan:
The recruitment plan can be supported by a budget, which can also act as backup support should more funding be needed. For instance, the implementation of a new applicant tracking system (ATS) or a customer relationship management (CRM).
Improving and refining the hiring processes:
Maintaining a consistent process for recruitment, interviewing, and evaluation procedures can help find the best applicants. How? Firstly, the applicants need not wait till the end of time for a response, and to make things better, the process lessens bias that could spring up subconsciously. Moreover, based on the outcome, this process can be improved over time to provide optimum results.
To guarantee that the appropriate resources are available for recruiters to employ with each new job posting, a refined and consistent recruitment process identifies crucial components, therefore, saving time.
Enriching the pipeline with top talent.
In addition to choosing the most worthwhile networking opportunities and sponsorships that support the development of the targeted talent pipeline, recruiters will have a better understanding of the parts of the business that will experience growth and the kinds of talents needed.
Companies with unique recruitment strategies tend to get an edge over the rest of the competition. However, you can only take inspiration from other companies that use innovative ways to attract talent. Copying the same strategy without any effort to adapt will probably do more harm than good.
Your human talent is your most important talent.
– Carla Harris
So, what are the nine steps? Here goes: Defining firm identity and culture, reviewing internal documentation, adopting technologies, and assessing workforce needs are all the necessary steps in developing a successful recruitment strategy. That was just to get your eyebrows raised. Now, how about we simplify that and dissect each component bit by bit?
What motivates a person to work for your company?
Does your business encourage a multicultural and diverse workforce? What proportion of your present staff members would say that your business is a wonderful place to work?
Maybe a few of these questions will kick-start your formulation of a well-structured employer brand. Your employer brand plays a key role in your recruiting strategy. Your employer brand will help you stand out from other hiring organizations and convince people to work for you. Employer branding should be consistent with the values, culture, and mission of your company.
There is a proverb that says,” First get rid of the log in your own eye; then you will see well enough to deal with the speck in your friend’s eye.” This is very true in the corporate sphere where there is a constant need to invent and reinvent oneself to adjust to the need of the hour. To employ a new strategy, a thorough and close examination of the present strategy should be made. Review the present corporate strategies that apply to recruiting, such as the company strategy, current recruiting strategy, and other departmental strategies, before designing a recruiting strategy. Obtain feedback from the workforce plan for the organization as well.
Online resources provide the best practices and templates for recruitment strategies and it's important to examine these. Why? It's crucial to examine them in order to see what other businesses are doing and how it might apply to your company. However, because every organization is different, best practices should be tailored to meet the brand of the particular organization. Stakeholder feedback from hiring managers, executives, employees, HR teams, and job candidates should be gathered and taken into account to find the strategy that’s the right fit for you.
There are numerous ways to recruit both active and passive job seekers and expand the talent pipeline. But, here’s one you can start with. Create an interesting social media campaign that draws candidates, establish a communication channel to determine the best forums for a certain role, and verify efficacy with metrics. What functions well in one capacity could be completely different in another.
Candidates can become somewhat familiar with the company's culture and what it has to offer by first seeing open positions posted on the website. Other choices include advertising on job platforms, providing reference programs, getting in touch with former workers, looking for passive candidates by hand, outsourcing to a third party, and holding internal business events. Posting available positions in particular places, such as on websites run by organizations that help members of underrepresented populations obtain jobs, can help draw in a diverse pool of applicants.
Additionally, think about posting job openings. Determine whether the advertisement is applicable to all job posts or just those in a certain category when using job sites like LinkedIn, for example, and decide whether to allow candidates to text in an application for certain roles that might have a high turnover rate. Additionally, decide if you want to market any open roles. Make decisions like whether to add videos to job posts to attract more applicants or whether to create a more sophisticated template to market available positions rather than just posting job descriptions.
When vying for top personnel, the company's present policies and practices regarding benefits, vacation rules, corporate social responsibility, professional development, or flexible work arrangements may give an advantage. Before the COVID-19 pandemic made it necessary for many workers to work from home, flexible work schedules, including work from home or the office, were a unique offering. Offering flexible work alternatives may once again become a benefit that not all businesses provide as employees head back to the office.
It is important to take into account the interview procedure as well, such as whether the initial interview will be conducted over the phone or in person, and whether interview teams will be used for all positions or just those beyond a certain employment level. Also take into account when, what kind of background checks, and who will do them. Outdated procedures that can deter applicants can be found throughout the screening process and corrected.
Well, if you are just starting off, this point should be shifted to your to-do list. But as the volume of applicants rises, using software is more of a necessity. Why? Well, sifting through a pile of resumes could get quite overwhelming. When it comes to recruitment applications, there are several options to take into account. A recruitment module with basic capabilities is frequently included in an HR management system to automate hiring procedures. Additionally, some providers focus on creating ATSes with more sophisticated capabilities. The options provided below can be used based on the budget and the requirement your company may have.
ATS: AI solutions can assist in interviewing and measuring candidate replies, helping to target possible candidates with job ads, prescreening and ranking resumes for review, and providing chatbot support for candidate questions. ATS-es can employ AI to gather information from websites and social media to provide a more complete picture of prospects. Resume-parsing software mechanically reads resumes supplied by candidates and inputs the data into particular fields inside the hiring system, such as the education field in the applicant tracking system (ATS). This capability can make it unnecessary to open each resume separately at the beginning of the hiring process and enable keyword searches across all candidates.
Video interviewing platforms: Software for video interviews provided by companies like HireQuotient can either be used as a standalone or be integrated with the ATS. It makes team interviews easier, does away with the necessity for in-person interviews, and gives employers the chance to speak with suitable individuals wherever they may be. Having some form of assessment should be the bare basics of your hiring plan, no matter what the scale of your business is. If the number of candidates is overwhelmingly large then the next option would be more suitable and it can be used as a precursor for video interviewing platforms.
Skill-based assessments: Skill-based assessments are the best way to standardize and effectively evaluate hordes of candidates. And the best part is, you only have to pay attention to the top-ranking candidates from the entire lot! There are many companies that have a very elaborate repository of the most top-class skill-based assessments for almost every designation which could help you pick the right talent.
But why should the recruitment strategy have any form of assessment in the first place? According to McKinsey, there is a 40 % likelihood that employees will leave their current job in the next 3-6 months. And why is this a problem? Well, the cost of mishires is now a tune hummed by everyone in the hiring space and everyone prefers to get it right when they are hiring. Since the resumes may not be one hundred percent accurate as to how skilled the applicants are there has to be a process that verifies the skills of the candidates. If they are underskilled that’s an added responsibility of the company to either invest time to upskill them or find a suitable replacement. Appropriating the old adage, prevention is better than finding a solution.
Reeling candidates from social media and job boards: The search capabilities of a company are expanded by job boards at websites like LinkedIn and Glassdoor. Since job boards frequently charge fees, it's critical to track and evaluate where candidates are discovering the job posts. This can help you identify, for example, which job boards are better for luring temporary workers and which are aimed toward permanent professional employment. Even social media sites like Instagram, Facebook, and even Reddit can be used to reel in potential candidates. However, you need to look at the right places. For example, an influencer or a professional photographer can be found on Instagram and their skills can also be understood by sifting through their profiles.
Structured onboarding: As an extension of the hiring process, onboarding can enhance a new hire's entire experience with the company. The distribution and signing of policies and forms are automated by adding an onboarding module to the HR system or ATS.
The effectiveness of the program's policies and procedures will be maintained by routinely analyzing the company's internal recruitment process. It's essential to take the candidate's experience into account while evaluating the procedure. The hiring staff should go over each step an applicant would take when thinking about applying for a job with the company. In the interest of continual improvement, ask hiring managers and candidates for their input.
An HR recruiting strategy may also need to consider whether the talent search is for contingent or permanent staff, depending on the business needs of the organization. Since they frequently have access to talent pools, hiring a third-party search agency to find contingent labor may be a good idea.
Another factor to take into account is whether the business develops people internally to fill future openings or recruits applicants from the outside. Both strategies have benefits and drawbacks, such as the following:
Existing staff are a reliable source. In their current employment, skills, aptitudes, and work ethic can be easily assessed; but, for a new post outside of their area of competence, substantial training may be required.
External candidates hired with specialized skill sets can step into a role with little to no downtime. However, they might not fit into the company's culture and might discourage current employees from looking for other possibilities within the company.
Examine hiring staffing firms as an outsourcing option For recruiting, there are numerous outsourcing options. The company's internal talent acquisition team can manage the routine hiring process, but for unique hiring circumstances, think about collaborating with a third-party agency. For a one-time requirement for a big number of employees with the same skill sets, it could be quicker and more cost effective to outsource specialized recruitment services. Another option is to always establish long-lasting relationships with outside recruiters while still doing some hiring internally.
Recruitment and placing the appropriate people in the right jobs at the right time remain crucial, especially for businesses managing remote and hybrid workforces, competing for top talent, and managing remote and hybrid workforces. By taking the time required to adhere to these 9 recommendations, you may produce a potent recruitment strategy and guarantee that the talent acquisition team is concentrated on high-priority tasks and in line with the company's objectives, guidelines, and requirements.
It does seem like a lot of work in the beginning, so why not take our help? Get on a 15-minute call with our experts here at HireQuotient (which is completely free btw) and they will help you create the basic procedure that can get you started. We offer top-notch skill-based and video-based assessments which actually take a good chunk of the work off your plate.
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