What is the purpose of a recruitment strategy? What is the point of any strategy? A strategy defines the big and important questions. Who, what, when, and why. Who is doing what by when? And why are they doing it? Your recruiting strategy hopefully creates an efficient use of company resources to provide the best talent your business needs to get the job done. Your strategy may even create a productive advantage in your marketplace!
So what’s the purpose? A recruitment strategy creates proactivity and clarity of purpose in your process of attracting and selecting talent for your business and aligns talent acquisition goals to the business goals.
A recruitment strategy starts with clearly understanding your company’s values in order to best define and understand the employee behaviors you want to attract. A recruitment strategy also clearly articulates a company’s purpose or vision for the future. A well executed recruitment strategy will also align employees to the specific behaviors that are encouraged in the company.
A recruitment strategy has the distinct purpose of deciding how talent will be identified and attracted to the business, how the employer brand will be marketed to talent and ultimately how candidates will be evaluated for employment.
Attracting talent relies on your recruiting brand. How will you position and describe your company and its brand in an authentic way? Where will you promote your company? This is where good job descriptions, score cards, job postings, recruitment technology, and recruitment partners come into play. Today, no one can be the best at their entire strategy.
Evaluation of talent is also a huge part of your recruitment strategy. Do you want your managers to talk with recruits about how they got into the business and oversell why you company is great? Or will you define the questions and role of your managers as you create hiring teams? Always define the team roles in evaluating talent. Set evaluation processes and standards to ensure talent is attracted and evaluated in a consistent way!
A recruitment strategy defines the following:
- A solution to meet a business challenge: for example, need to hire 1500 employees to open a new plant in New York, or need to hire 75 sales people to expand into new regional territories
- How you will find and attract talent
- Your hiring process and how you will evaluate talent
- How you will leverage the company business plan to highlight your employer brand promise. (Why us versus competitor!)
- Budget for recruitment
- Resource allocation – both internally and with partners who will help carry out strategy