By Felecia Brasfield

Companies utilize different strategies when recruiting new hires providing limitless ideas. In order to maximize recruiting efforts, it is crucial to find the one that aligns staffing needs with long-term company goals.

Recruiting strategies are a continually evolving process with changes based on time of year, the industry, the position to be filled, and the urgency for filling the position. In addition, there is tremendous competition among employers to find the best candidates. Knowing how and when to maximize recruiting gives the employer the best chance possible of finding the right people for the right positions.

Recruitment Plans & Recruitment Strategies

Recruitment strategies, simply put, are formalized plans compiled by the company which provides step-by-step actions that are needed to identify, recruit, hire, onboard, and retain talent. It offers guidelines and steps that can be replicated when an open position becomes available.

Creating and adopting these types of plans are important to help you maximize recruiting efforts company-wide. Recruiting plans forge a partnership between Human Resources and the recruitment team as they work together with the same goal in mind. These plans help the organization boost employee retention, improve candidate engagement, and allow them to work within budget constraints.

Before establishing or implementing a recruitment plan, it is imperative to identify what is currently working and what needs to be improved. Remember, it is easier to manage what has been measured. This can be accomplished by using data-driven decisions and reviewing recruitment metrics. Be sure to track how much time it takes to fill the position, the costs associated with the new hire, the candidate response rate, the percentage of qualified candidates that apply, and how many candidates complete the application process.

Capturing pertinent data allows the company to set realistic recruiting goals. Be mindful when setting these goals, assuring that they align with the company mission and vision statements. Oftentimes businesses use recruitment tools to aid in simplifying the overall recruitment process. Video interview and applicant tracking software help save time and money, which allows team members to focus on the tasks most important to the company.

Benefits of Deploying Recruitment Strategies

  • Creates a roadmap for achieving success
  • Helps allocate appropriate resources
  • Aids in streamlining hiring priorities
  • Provides accountability within the team
  • Supports a smoother application process for candidates
  • Improves employer branding 
  • Helps the project stay within budget

Developing a Recruitment Plan

Developing a plan isn’t always necessary, however, having one in place is a great way to maximize recruiting for the company. In the beginning, remember that multiple departments and multiple stakeholders need to be involved. And, after it is completed, the process can be repeated quarterly or annually as the company experiences changes. Updating the plan frequently ensures that no ‘skill gaps’ develop.

Several factors need to be addressed and incorporated into the recruitment plan. Be sure to define the plan goals and identify all those who need to be involved as stakeholders. Determine the overall selection process, along with whatever resources need to be allocated. Don’t forget to incorporate budget logistics. 

The average cost of a bad hiring decision, according to the Department of Labor, is at least 30% of the individual’s first year expected earnings.

Northwestern University

Strategies to Boost Recruiting

In addition to an effective recruitment plan, there are several other strategies that will maximize recruiting. Leveraging these types of strategies aid in finding better quality candidates and cuts down on how long it takes to fill open positions.  

Improve Company Branding 

Employer branding is one of the most essential elements in finding and keeping talented employees. 72% of recruitment leaders agree that company branding has a considerable impact on the entire hiring process. Employers who have clear mission statements and are excellent work environments stand out as leaders in their industry. It comes as no surprise that industry leaders get more attention from candidates. Find out why applicants are attracted to the company and why long-term employees stay. These are great ways to gauge how the company brand is being perceived.  

Create an Employee Referral Program

Top talent can be found within the personal networks of current employees. Even though employee referral programs have been around for a long time, they are still one of the most effective and inexpensive ways to maximize recruiting efforts. Start by asking the current staff if they know someone who would be a good fit for the open position. If the budget allows, offering financial incentives encourage employees to seek out and refer quality candidates from their respective networks. Employee referral programs are considered to be good recruitment strategies for several reasons. They tend to produce employees of a high caliber. They also help reduce the overall time of the recruiting process and have lower turnover.

Streamline the Application Process 

The application process is the first taste a candidate gets of how well the company handles processes and procedures. If the application process creates hurdles or causes frustration the candidate may opt-out and not complete the application process. Keep in mind job descriptions should be easy to read and summarize all the skills needed for success within the position. They should clearly and accurately demonstrate what the job will be like if they were to become employed. Ensure that the application can be viewed and completed through a mobile device. With advances in technology, many candidates are choosing to use phones or iPads instead of traditional computers.

Improve Interview Techniques

It doesn’t need much explanation as to why ‘interviews’ are a critical part of the recruiting process. They give the company the ability to see the candidates face-to-face and ascertain if they would be a good fit for the company.  Conducting interviews with each potential hire is time-consuming, potentially taking up days of the hiring manager’s time.  If the interview is viewed negatively by either party it will directly impact the likelihood of the employee accepting an offer or one being given.

Optimize the Company’s Career Page

Informative and easy-to-navigate career pages are non-negotiables, playing an integral part to maximize recruiting efforts. Be sure to focus on the fundamentals, including the company’s vision, mission, and core values. It is a good idea to highlight things that make the company unique like industry awards won or national recognitions. Try to include employee testimonials to give potential candidates a first-hand look at what it’s really like working there. Employee testimonials can be in the form of videos, podcasts, or in print. The career page should include a FAQ section for candidates. This cuts down the number of inquiries from those interested in applying for a position.

Offer Career Opportunities for Students 

Businesses frequently connect with college students and young adults for internship programs. Bringing students on board to learn the ropes creates the opportunity to offer them full-time employment in the future.  Internship programs are designed to teach skills needed for a certain job within the company.  Hiring someone who has hands-on experience cuts on training time after hiring a new employee. 

Engage Passive Candidates 

According to research, 70% of talented candidates are in the passive market, just waiting for a better offer to come along.  Individuals who aren’t actively looking and have not applied for open positions are considered  ‘passive candidates.’ These types of candidates need a non-traditional engagement approach. Since they are not actively looking for employment, job boards and career pages won’t be as effective. Instead, focus on company visibility and brand awareness within a given industry. The goal is to have the organization on their radar before looking for a new role. 

Consider allowing candidates to apply at any time for any department. Keeping resumes and applications on file for qualified individuals builds an inventory of talent to draw from as positions become available.

Employment opportunities and recruitment strategies have shifted dramatically over the last several years. The 2022 job market is especially competitive, and potential new hires are different from job seekers in the past. Making a plan to maximize recruitment strategies in your company is the best way to find quality applicants for open and future positions. 

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