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Every successful recruitment effort has at least one thing in common — a well-thought-out plan. An effective recruitment plan will allow you to build a hiring process capable of quickly and effectively hiring the best talent available on the market at any given time. That’s why today we’re going to look at some recruitment strategy examples.
To start our recruitment strategies examples, let’s consider the importance of fixing a slow time-to-hire. Time-to-hire is the period it takes an applicant to move through the hiring process from application to accepting an offer. On average, according to Yello, time-to-hire across the US is 3-4 weeks. Recruiters spend two-thirds of this hiring time on the interview process alone. As such, shortening the interview allows you to reduce this time-to-hire and alleviate candidate stress. Consequently, you provide a better and faster recruitment process.
Another recruitment strategy example is to change the way you source candidates. Many recruiters overlook one of the best candidate sourcing techniques available to them — previous candidates, potential talent who has already expressed an interest in working for you. You also already have data on their qualifications. Although they may not have been the right fit at the time, that doesn’t mean they won’t be a good fit for an open role in the future.
Recruitment isn’t a wait-and-see process. It takes careful planning and commitment to make it effective. What’s more, you need a plan that works for your company, in particular, a plan that takes into consideration your industry, required skills, and company culture to identify the ideal talent for the role.
A recruitment strategy plan is necessary to build the hiring process, sourcing strategy, and the methods you’ll use to attract your ideal talent. Not every plan has to be groundbreaking. It just has to work.
An effective plan will allow your team to compensate for limiting factors such as working with a small team, a low budget, or high-volume hiring demands. All of these require teams to either get creative with their hiring methods or find the right tools to allow their team to operate at peak efficiency. Regardless, by planning out your recruitment strategy, you will identify goals such as improved diversity and the methods you can take to make them happen, such as changing your approach to candidate sourcing.
There are many recruitment methods available to the modern recruiter.
For example, when sourcing candidates, employers have the option to utilize their most important asset to help with recruitment — their current employees. Your current employees likely know others within their field or industry who may be willing to work for you. So, not only do you have a quick and easy source of qualified candidates, your employees are already familiar with your company. This means they may well know whether a candidate is a good fit for the company.
Then, of course, there’s direct advertising. Recruiters can employ job advertisements on career sites, job boards, and even social media to reach many applicants. However, these methods can bring in a large number of applications. As such, it’s easy for a recruiter team to become bogged down with candidates.
Thankfully, another effective recruitment method available today is to utilize asynchronous interviews allowing your team to handle a large candidate pipeline. This method allows your recruiters to record a single interview which can be distributed to hundreds of candidates overnight, allowing your team to conduct interviews around the clock.
When building a recruitment strategy for a small business, it’s important to remember that you’re looking for employees that can wear multiple hats and cover diverse needs. Unfortunately, small businesses have to compete with big companies that can maintain larger recruiting teams. As such, recruitment strategies for small businesses need a unique approach.
Start by building a recruitment map that identifies your ideal candidate. This will determine who you’re looking for, what’s important to them, and a list of qualities you’re looking for in this person. From there, you can build a process based on this hypothetical candidate. This all allows you to outline a hiring cycle optimized for that ideal candidate. Tailor the experience to this candidate from your job posting to making a hire.
Besides that, a small business needs the right products that are built for small business hiring. After all, the right tools are the best ways for small teams to compete with big business’ hiring power. Qualifi works alongside existing tools, but can also stand alone — a key quality for an effective small business hiring tool. Qualifi’s on-demand phone interview platform allows small teams to cut an entire week off their time-to-hire.
When it comes to a recruitment strategy for healthcare, speed is important in order to maintain effective patient care. As such, it’s important to fill positions as quickly as possible.
To achieve this, healthcare recruiters need to streamline the application process, create a more flexible interview scheduling approach, and utilize tools for a faster interview process.
The first of these, streamlining your application process, means simplifying the process for applicants. It’s a common misconception that an extended application weeds out unqualified candidates. In reality, the most qualified talent out there will likely prefer shorter, simplified application processes. So, keep your application short and focused on the most necessary information to get candidates into your funnel faster.
However, it’s important to note that an easier application process means more candidates to screen. As such, you’ll need the tools to handle a larger candidate pipeline. Utilizing virtual interviews will allow teams to automate interview scheduling and allow recruiters to screen candidates in as little as five minutes.
The problem with hiring for customer service roles, such as call centers that face a 30 to 45% turnover rate, is that their industries frequently face high turnover. As such, recruiters in these industries face the challenge of consistently keeping roles filled with qualified talent. That is why the recruitment strategy for customer service roles must be prepared for high-volume recruiting to work with frequent quitting and new hire onboarding.
Similar to other industries, it’s vital for customer service industries to fix their slow time-to-hire. The average open role costs an organization between $1,000 and $5,000. That means that a business with a high turnover rate is frequently losing money with every new employee that quits. Thankfully, platforms like Qualifi allow recruiters in the customer service industry to reduce their time-to-hire by an average of 7 days, if not more. And every day taken off the hiring process is money saved.
And again, a customer service recruitment strategy must be prepared for high-volume hiring. As such, an effective method is to build a high-volume recruiting engine that drives itself by actively hiring “Always open” roles, creating an accessible application process, and revamping your candidate sourcing.
