When it comes to recruitment many organisations take a reactive approach to their staffing needs which, can lead to gaps in the workforce. Recruiting in a rush can lead to cutting corners and poor decision making, whereas planning ahead and developing a cogent and meticulous recruitment strategy can help a business stay organised and ensure staffing requirements are always met.
A recruitment strategy outlines the firm’s approach to finding and recruiting new staff members. Every recruitment strategy will be different depending on the individual needs of the business.
A successful business recruitment strategy should include the following areas;
- Long term business plans for expansion
- A list of objectives, for example to improve your staff retention levels by attracting employees who are going to stay long term
- Any busy periods or seasonal fluctuations and what staffing requirements are likely to be during these times
- How will new staff be targeted and what channels will be used
- What will best present business to attract prospective employees
- Establish staffing and training budgets
- How the results will be measured
A recruitment strategy doesn’t have to be a complicated document, but once you have put it together, it is a good idea to review and tweak your recruitment strategy regularly to ensure it is up-to-date, and reflects the current needs of your organisation.
Employees are fundamental to the success of a business. It is imperative to plan and implement recruitment activity strategically.