We are pleased to provide this introduction to our four-part series on building a successful recruitment program. This introduction provides an overview of the various elements of a successful program, while Parts 1 through 4 will focus on each individual element. This series will be provided over a four week period.
- Part 1 - Needs Analysis
- Part 2 - Recruitment Strategy
- Part 3 - Utilizing Pre-Employment Assessments
- Part 4 - Recruitment Metrics
Building Successful Recruiting Programs:
Building a successful recruiting function takes focused effort and commitment. However, when recruiting is done well, there is no end to the pay-off to your organization. Below, we have provided a brief summary of elements to consider when building a recruiting program:
Needs Analysis - You would never spend thousands of dollars to implement a billing system without doing a full analysis to verify that system will meet your needs. Why treat the creation of a position in your organization any differently? Your analysis should end in the creation of not only an annual plan for growth, but a legally compliant job description AND a full performance profile. The former two are good business practices, the latter is essential to drive the recruiting process as well as providing a guide for employee performance management.
Impacts:
- Planned growth/headcount
- Budget
- Employee Development/Training/Retention
Strategy - Many organizations say, “Our strategy is to hire the best/smartest people.” However, without a well-defined strategy capturing your organization’s approach to hiring, the “best people” may pass by you without you even realizing. Frequently, companies confuse the methods they use for recruitment with a recruiting strategy. (“We hire passive candidates through networking.”) While tactical methods are indeed an element of recruiting strategy, the strategy itself is a big picture of how recruiting will impact the organization. Defining your company’s recruiting strategy will allow your hiring team to focus beyond tactical “warm body” recruiting and aim toward creating a competitive edge for your organization. Recruiting strategy will evolve as your organization evolves and requires constant monitoring and evaluation.
Impacts:
- Recruitment/Selection Methods
- Budget
- Candidate Experience
- Employer Branding
- Employee Development/Retention
- Job Prioritization
Metrics -If people are indeed your organization’s greatest asset, then your recruiting program is a profit/loss center with activities worthy of careful documentation, regular evaluation and course corrections. Frequently documentation as it relates to recruiting may seem tedious, but unless you have a good idea where your system flows smoothly and where it breaks down - you will never be able to fix it. Creating a battery of metrics relevant to your company’ business goals and regularly reviewing them ensures that you will be making the most of both recruiting success and lessons learned.
Impacts:
- Course corrections to method and strategy
- Budgeting
- Job and resource prioritization
Look for Part 1 of our series that will focus on developing an effective Recruitment Needs Analysis. |
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