Elements of a Good Recruiting Strategy

Our last article discussed the different types of online recruiting platforms that exist. Because companies have so many options, it is very important to establish a recruiting strategy to successfully utilize these tools. With that being said, here are the 12 elements of a strong recruiting strategy.

Why are you hiring outside your company?

Consider the goals of your business and what you are trying to accomplish, and how can a new hire contribute to that.  Without a specific focus, there is no point in bringing in someone new.

Prioritize your goals

You obviously want to improve all aspects of your business, but what area is the most important?  You don’t have all the resources to fill every position you have with the best quality candidate, and prioritizing what needs to happen first will help focus your recruitment search.

Determine what kind of candidate you need

Obviously, the type of candidate you need depends on the role you are hiring for.  If you are hiring quickly to fill a role that only requires minimal skill, you can focus on average performance and adequate skills.  Recruiting a highly skilled candidate requires a much different strategy than finding an average one.

Establish a target range of experience

This depends a lot on your company.  If your company likes to develop and promote within, then you usually hire inexperienced talent that can be trained, like recent college graduates.  However, if you bring in new hires to fill higher roles, then you need a much higher range of experiences.

Decide whether you are targeting active or passive candidates

Active candidates are looking for work, and represent about 20% of the potential candidate pool.  Passive candidates are those who are not actively seeking employment, and they require much more effort to attract.

Figure out when to begin searching?

This is another question that varies company to company.  You can start searching when there is an opening, but for some businesses there is a constant need for new hires.  Thus, they may always be recruiting and creating a talent pool to build a relationship with possible candidates over time.

Where to look?

Do you look internally vs. externally, inside or outside your industry, or focus geographically?

Who recruits for you?

Do you have an HR team that recruits, do you hire recruiters, or do you use a service like LineHire that will find potential candidates for you?

How do you source candidates?

There are the traditional methods like newspaper ads and walk-ins, or at events like job fairs and industry events.  There are also traditional online methods like job boards, and nowadays you can use social media and online talent platforms like LinkedIn.

Use a variety of approaches to find appropriate candidates

When looking for a candidate, there are a number of things you can focus on.  You can hire based on intelligence, personality, technical skill, experience, or through contacts and network.

Decide on the process of assessing candidates

Common methods are interviews, skill tests, references, academic performance, and drug screens.

How will you sell the candidate?

Finding the best candidates is one thing, but you also have to make sure the best candidates will want to work for you, and this is an integral part of the recruiting strategy.  Some incentives include compensation, benefits, opportunities for promotion, or even the company’s brand and culture.

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