Whether the candidate you hire turns out to be an asset to your company or not depends on the quality of your recruitment strategy. An effective strategy allows recruiters to provide their employers with a better-qualified workforce aligned with both short-term and long-term business goals.
Creating an efficient recruitment strategy that shortens the speed-to-offer without sacrificing quality can drastically improve ROI. It’s only a matter of finding the right process.
Let’s take a look at how you can do just that.
Assess Your Existing Strategy
Before implementing a new recruitment strategy, you’ll need to understand how your current one is performing. Identify what is working for you now and what isn’t.
Here’s how you can assess your current recruiting strategy:
- Track current metrics - Find the key metrics of your hiring process. What is your current speed-to-offer, the time it takes candidates to go from application to onboarding? How many candidates can your recruiters screen in a day?
- Gather recruiter feedback - Team collaboration is key to understanding your hiring process. Talk to your recruiters, and explore what’s not working for them. What do they spend most of their time on?
- See what your competitors are doing - Your competitors, like you, are looking to achieve the best hiring strategies. Compare what they’re doing and how adopting similar practices could improve your own.
These steps will provide the insights you need to connect the cause and effect of your current strategy and identify the bottlenecks hindering your recruitment efforts.
Identify What the New Strategy Includes
After assessing your current strategy, you will be able to identify what to include in your new recruiting strategy.
Set goals and metrics where you wish to improve your process. To reach these new goalposts, assess potential project timelines to translate implementing your new strategy into an attainable series of steps. This will create a roadmap of concrete actions to take with any potential marketing strategy or other efforts you employ to achieve these goals.
Gather Internal Feedback
Team collaboration is key to making any recruiting strategy successful. And doubly so when implementing new and different approaches. By ensuring everyone understands the reasoning and methods, you unite your entire recruiting team behind the singular goal of improvement.
Ensure your hiring managers and relevant c-suite members are supporting your goals. C-suite must establish clear business goals which they wish to meet so that you have clear direction. Hiring managers then take the necessary steps to design a strategy alongside your recruiting tactics. Working in tandem with one another creates a single line of communication united by well-defined goals.
Outline New Approaches to Sourcing
When taking a new approach to recruiting, consider new ways to approach your candidate sourcing.
First, assess your sources. What sort of candidates are you attracting? Do these sources match your goals? Answering these questions can help you decide whether it’s time to change in job boards, job descriptions, or even the defined requirements for the positions you wish to fill. It could also mean changing your sourcing strategy entirely. Always consider whether there are new sourcing opportunities through employee referrals, job fairs, or college campuses, in addition to digital sources.
Bring in Advanced Tools
When assessing and changing your recruitment strategy, it's time to use advanced hiring tools to meet your needs.
Advanced tools may include applicant tracking software, ATS, to help you track how your applicant proceeds through the hiring process and better understand how your system is working. Or they could take the form of a candidate relationship management, CRM, to improve the candidate experience to improve your chances of hiring the best talent.
If you find your hiring process bottlenecking or slowing down due to interview scheduling and screening time, it’s time to implement an on-demand interview platform like Qualifi. On-demand interviews can allow your recruiters to pre-record their questions and invite hundreds of candidates at once to complete a virtual interview. Glassdoor notes that phone interviews can add 6-8 days to the hiring process. Imagine being able to send out job offers a week faster than your competitors?