Do you have a recruitment strategy?

When we first meet with our clients, it’s important we understand the recruitment challenges and strategies currently in place. The two main questions we ask are “how do you usually recruit new people?” and “what recruitment challenges do you have”.

The main challenges we see are:

  • The recruitment process is costly.
  • Finding employees in a timely manner.
  • Identifying the right candidates for the role.

Having a strong recruitment strategy can result in the right talent being hired, along with the reduction of bad hires for a company. Ultimately the level of productivity, culture and efficiency can all increase with a great recruitment strategy in place.

Here are our four key steps to breaking down the recruitment process to position your company to win.

Identify the position

First things first, you need to identify the skill gap which you’re trying to fill. Whether you’re replacing someone, or your labour demand is overtaking your supply – the first step for a successful recruitment strategy is identifying the need.
Here, we recommend looking towards long-term solutions, where recruitment is mapped out over a 12-month period. By forming a sensible prediction for the number of roles you will require over the coming year, you can begin nurturing and attracting the right talent proactively. As a recruiter, we find most of our clients will specify upcoming roles with a clear candidate in mind – which we are able to actively source.

Candidate attraction

Have you got a strategy for attracting top-calibre candidates? From writing catchy job specifications to utilising specific online platforms and social media channels – having a great recruitment strategy is key.

Writing an attention-grabbing and thorough job description can be time-consuming, however, it holds the potential to attract high-talent candidates. In order to do this, there are a few aspects to consider.

Are your titles as specific as possible?
We recommend an accurate title to attract the most qualified and interested job seekers.

Is your summary captivating?
Having an overview that evokes excitement and clarity can lead to an increased level of candidates.

Have you included the essentials?
We recommend providing the core responsibilities of the role, hard and soft skills, day-to-day activities and the placement of the position within the organisation.

Are your descriptions concise?
There’s a fine line between providing too much information and losing your viewer’s attention, and not having enough information to understand the role. We recommend keeping your job description at roughly 800 words.

Interviewing and selling the position

Once you start receiving resumes, it’s important to communicate with your applicants. This includes letting candidates know you’ve received their resumes and the timeframe in which they can expect your response.

Once you’ve selected potential candidates, we recommend a screening process by utilising a short phone call or zoom where high-level information is identified. This may include candidates’ location, availability, skills and suitability.

Following your screening process, a second interview should be conducted to enable a decision to be made. Through this process, it is important to express elements of your business, along with the benefits a potential employee will have.

Making a decision

Now it’s time for the big decision! This can be weather nerve-wracking, as we all know how costly a bad hire can be. Committing to hiring an employee is a big decision, and with time constraints often resulting in the wrong candidate being selected, we recommend the following considerations.

  • Be aware that lengthy delays in a response can significantly increase the risk of dropout candidates.
  • Steps should be taken to avoid unconscious bias.
  • Background checks should be conducted for successful candidates.

Most companies that are reactive through the recruitment process will hire in a hurry which often results in the wrong person being employed.

When we seek candidates for our clients, we seek suitability, rather than simply looking to fill a role in a hurry. In the long run, we understand that matching the right person to the right role will not only save our clients money but will increase efficiency and decrease turnover.

At RecruitCorp, our team has over 20 years of experience within the industry. We understand what it takes to attract the highest calibre of candidates – and what it is your business is looking for. If you, as an employer, are serious about putting a recruitment strategy in place, contact us today for a confidential conversation on how you should proceed.

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