how Strategic Recruitment can help in Business Growth

What does strategic recruitment entail?

Strategic recruitment revolves around obtaining the right expertise via three key elements: skilled selling, employer branding, and recruitment marketing. It's a recruitment-oriented marketing approach designed to source the best talent to stay competitive in ever-changing market conditions.

The function of strategic recruitment

Recruitment can be both time-consuming and expensive. It's therefore crucial to guarantee the success of the recruitment process by implementing strategic recruitment practices. Strategic recruitment enables you to secure the best match for your company.

This approach is driven by three elements: employer branding, targeted selling, and recruitment marketing.

Furthermore, strategic recruitment aligns the hiring process with the organization's objectives and helps to uphold the company's commitment to providing equal job opportunities to all employees.

The significance of strategic recruitment

Companies often dedicate considerable time and resources to hiring and training the right candidates.

Given this investment, it's critical that strategic recruitment is adopted to maximize the value of these expenses. Here are some key benefits that underline the necessity of strategic recruitment:

1. Time and money saving

Recruiting the right candidate can lead to substantial cost savings. Therefore, it's crucial to efficiently source, evaluate, and onboard suitable talent. Selecting the right employee can not only reduce costs but also decrease the employee turnover rate.

Moreover, you can save time on training as a competent candidate will require less instruction and can quickly adapt to the workflow. Therefore, when finalizing a hiring decision, prioritize candidates who have all the necessary skills for the position.

2. Facilitates targeted job descriptions

One of the key steps in the recruitment process that strategic recruitment simplifies is creating a targeted job description. This approach enables employers and hiring managers to craft convincing and well-targeted job descriptions.

A targeted job description should highlight the necessary skills and ideal experience level, and effectively communicate what the company offers to the candidate.

A well-targeted job description should encompass all primary, secondary, and tertiary characteristics. With strategic recruitment, you can outline your job requirements in advance to ensure only suitable candidates apply.

3. Enhances employee satisfaction

By establishing a straightforward recruitment process, strategic recruitment improves candidate satisfaction, which increases their interest in working for your company.

Strategic hiring also considers candidate expectations and strives to meet them. This approach leads to higher employee satisfaction and better team contributions.

4. Boosts employee retention rates

Strategic recruitment can enhance the effectiveness of the recruitment process, significantly reducing the likelihood of employees leaving in search of better opportunities. Many employees leave companies when they perceive a lack of effort from management in supporting their performance.

With strategic recruitment, organizations aim to build a strong team that boosts employee motivation. When employees feel motivated and satisfied, the organization's employee retention rate increases.

5. Supports the hiring of ideal talent

An organization can recruit highly skilled employees when they have a strategic recruitment process. Strategic recruitment, coupled with a targeted job description, can help you generate a pool of qualified candidates.

Once you have access to this talent pool, you can streamline the hiring process, thoroughly vet all applicants and select the best candidate.

Principles underpinning strategic recruitment

Strategic recruitment is governed by fundamental principles that should always be considered when creating a strategic recruitment plan:

1. Identify the target audience

All hiring efforts will only be effective if you identify your target audience for your recruitment initiatives. Your target audience refers to the group of suitable job candidates. Therefore, when you start recruiting, make sure you define your target audience.

It's also essential because each job is unique and will require a different target audience to fill the position. For example, your candidate search for the position of Chief Revenue Officer will differ from the search for a Marketing Executive role.

That's why it's crucial to set a specific target audience for each position to create a more targeted talent pool. This approach ensures that only suitable applicants apply and saves you from sifting through a multitude of irrelevant applications.

2. Cultivate a robust brand image

Your brand image affects how potential hires perceive your organization. Your brand image can be a determining factor for many high-level candidates. To attract top-level hires to your job offering, you need to maintain a strong brand image. Your brand image should represent your company culture and clearly state the value you place on your employees.

Make sure that your target applicants can easily find this information about your company. By making this information readily available, you can attract many people to work at your organization.

3. Prioritize jobs and targets

At times, recruiters may have to fill multiple job openings simultaneously. When there are various roles to hire for, it can be challenging to focus on all of them. In such situations, it's crucial to prioritize jobs based on the organization's requirements and set targets accordingly.

4. Talent pipeline

Formulating a talent pipeline is a pivotal step in the strategic recruitment process. The purpose of a talent pipeline is to gather a group of talented individuals for future job requirements within a company. When creating a talent pipeline, ensure that it aligns with your company culture and that your employees promote your company to attract future candidates.

5. Adopt a candidate-centric approach

Many candidates decline job offers because they feel they were not treated properly during the interview process. That's why hiring managers need to prioritize providing a positive experience for candidates. In this approach, recruiters should highlight why candidates should apply for a job position. Recruiters also need to communicate openly and respectfully with every candidate to leave a positive impression of the company culture and values. Having a sound onboarding process for every new hire is also crucial for maintaining a desirable employee retention rate.

6. Embrace technology-based processes

Technology plays a significant role in screening and hiring candidates. The internet assists in candidate screening, reduces interviewing costs, and enables global outreach. The internet also allows recruiters and companies to conduct market research and find targeted candidates. This technology also opens up remote work opportunities, aligning talented individuals from around the world with hiring companies. To reap all these benefits, a technology-based process is essential.

7. Always make data-driven decisions

Human biases and emotions can influence various business decisions, including hiring, potentially leading to poor hiring decisions that could harm the company's reputation in the long run.

One way to minimize this impact is to make decisions based on data. Therefore, pay close attention to employee data and test your skills before finalizing any decisions.

8. Strive to access a global talent pool

In our digitized world, remote work is more feasible than ever. However, many companies restrict their talent search to certain geographical areas. Avoid this mistake.

If you run a tech business and can hire remote employees, there should be no geographical limit to your talent search. Therefore, seek options to reach top-level talent from across the globe to find the perfect fit.

You can also utilize Turing's talent cloud platform to access a global pool of pre-vetted talent. Turing lists over 3 million pre-vetted experienced developers. Upon receiving a request from a company for pre-vetted candidates, Turing's Talent Cloud selects the best pre-vetted talent for the company to choose from. This process takes just 4 days and facilitates rapid hiring.

#StrategicRecruitment #TalentAcquisition #RecruitmentMarketing #EmployerBranding #SkilledSelling #HiringStrategy #JobDescription #EmployeeSatisfaction #EmployeeRetention #IdealTalent #TargetAudience #BrandImage #TalentPipeline #CandidateCentric #TechInRecruitmen #DataDrivenDecision #GlobalTalentPool