Hello I’m Justin Fraction for TechnologyAdvice and welcome to our series on Recruitment Strategies for your business. The recruitment process is an integral part of running any business. Whether you are a small business owner, a hiring manager, an HR professional, or the CEO of a large company, at some point in your career you will have to recruit. However, the most successful recruitment strategies and recruiting software depend on your business’s unique needs and the type of candidate you’re trying to hire.
In this series we’re going to answer some of the top questions you might face when developing your own recruitment strategy. So, what is a recruitment strategy? A recruitment strategy is a clear, formalized plan that lays out what kind of talent your company wants to hire and how you plan to attract the right candidate. You should have an overarching plan for hiring, as well as recruiting strategies for specific roles — for instance, finding qualified candidates for a video editor role may require a different approach than one you would use to fill a data analyst role.
Why does a recruitment strategy matter? Recruitment strategies are important because they ensure that your company values and overall hiring goals are aligned with the day-to-day actions of a recruiting team. Without recruiting strategies, your hiring process will be inefficient and you won’t get the most qualified candidates possible. How do you measure the effectiveness of your recruitment strategies? You can measure the effectiveness of your recruitment strategies by tracking your progress over time.
Most ATS solutions automatically track various metrics and put all that data into a reporting dashboard, so that you can see how your hiring team is performing on a frequent basis. For even better results, your team should proactively set recruiting goals and work toward meeting them, rather than only tracking their progress after the fact. How do you set a recruitment goal? To set a recruitment goal, first, identify areas for improvement. For instance, maybe you would like to shorten the length of the recruiting process or hire more qualified candidates of color.
Next, choose a key performance indicator (KPI) that will allow you to track your progress over time. For instance, in the first case you might choose time-to-hire as your KPI. Finally, you are ready to devise and implement strategies for achieving that recruiting goal. What are the most important recruiting KPIs? The most important recruiting KPIs will vary somewhat from company to company and should be based on your recruitment goals and ideal candidate personas.
Some of the most common recruiting KPIs to track include application completion rate, cost-per-hire, time-to-hire, first-year job turnover, and number of qualified candidates. What’s the best recruiting tool for your hiring process? In addition to implementing effective recruitment strategies, recruitment software can help at every stage of the hiring process, including posting job descriptions, emailing applicants, and sorting through candidate resumes.
Recruiting tools also help to automate repetitive tasks, freeing up your talent acquisition team to spend their time and effort on more valuable activities like conducting interviews and sourcing new talent. To find the best solution for your business, our experts at TechnologyAdvice.com have put together some great resources for you. In the description below you’ll find links to our HR Software Guide, ATS Software Guide, and Recruiting Software Guide.
I hope this video helps you and your recruiting team craft a great solution for your needs. We’ll be back with more info in the next part of our series. Of course, if you’re still looking for more information or other resources head on over to our website. Or, you can stick around and check out this playlist that we made just for you. Thanks for watching.
