If you don’t expect an employee to leave, you probably aren’t planning on how to replace them.
The average large-cap public company will oversee at least two CEO transitions, according to the National Association of Corporate Directors (NACD).
Instead of focusing on CEO succession plans, boards will focus on things like executive pay. Logically, this results in a poorly executed succession plan when the day comes to transition a CEO out of the company.
If there is no executive succession plan in place, there may be no plan in place for other positions either.
Planning a strategy proactively is crucial, seeing as it takes time to develop the results you wish to see with candidates.
To elaborate, consider the Baby Boomer generation.
According to the Pew Research Center, at least 10,000 people will turn 65 each day until around 2029. Essentially, there comes a time when your employees will leave—be it to retire or otherwise.
For this reason, planning for that future while it is still far ahead can help your company make those transitions smoothly.
To help you with developing a recruitment strategy, we’ve listed five tips to consider below.
Five Tips For Developing a Recruitment Strategy
1. Know Your Company Values
What is your brand as an employer? Do your values reflect this brand? According to research done by Glassdoor, almost 70% of job seekers will apply to a job where an employer actively manages their brand. It makes sense that a potential candidate will want to apply to an active company, especially with branding.
Overall, identifying company values is vital when planning out your recruiting strategy. This provides clarity of your company vision to whoever is doing the recruiting for you, be it an in-house effort or an experienced recruiting firm to ensure appropriate candidate fit.
2. Utilize Social Media Recruiting
Social media recruiting is fast becoming a central focus of recruiting!
According to SHRM, 84% of organizations are using social media as of 2017. Not to mention, with 91% of candidates searching out at resources to evaluate an employer, social media will logically be one they use. Thus, knowing how to use your social media to both promote your employer brand as well as potential job openings can increase how much quality talent you can find.
Another aspect to consider is how social media can attract passive job seekers—82% of passive candidates are found through social media. With the ROI that businesses get from social media, it is shown to be an investment worth making.
3. Set Clear Expectations for Positions
It’s important to make your expectations clear with your new-hire process. According to a survey conducted by CareerBuilder, 83% of candidates agree that clear expectations of the hiring process would improve their job search experience. With an onboarding timeline, you and your candidates can stay on the same page throughout the process.
Additionally, you can save yourself time later on what would be spent building a new process each time. While each job position will have different expectations, the overall structure of the timeline remains the same. Thus, it is easier to change the smaller details of your new-hire timeline to fit each new position rather than creating a new process every time.
4. Define the Ideal Candidate
Define the ideal candidate for each position to illustrate exactly who you are looking for. Determine work experience, education, skill set and more to detail who fits the role. In addition, explain why each factor is important to the position.
Overall, there is a trend in recruiting for specialized skills, as well as a desire for a shorter hiring process. CareerBuilder shares that this is why many hiring managers are using recruiting firms more often. With access to the candidates you want being limited, a recruiting firm can assist. At times, a recruiter firm will offer customized recruiting services. With this service, your time spent hiring is minimized and you are more likely to find the candidates that work best with you and your team.
5. Streamline the New-Hire Process
On average, it takes up to 27 business days to identify a new hire. While each part of the recruiting process is vital, there are ways to streamline this process.
One way to simplify the process is to recruit throughout the year. In their annual study, CareerBuilder found that of those that recruit year-round, 55% reduced their time spent hiring. Instead of waiting, continuous recruiting saves you time as you have candidates already in your pipeline.
Develop a Recruiting Strategy That’s Unique to You
The top priority of many HR Managers is making the recruiting effort more efficient. This is why developing a recruitment strategy is helpful. However, creating a strategy that will continue to work is complex. To ensure your strategy is sustainable, consider hiring a recruiting firm like Recruiterie.
The knowledgeable team at the Recruiterie can guide you through strategy development. Afterward, Recruiterie can also help you identify candidates quickly, reducing your onboarding process. Recruiterie’s services can connect you to qualified candidates efficiently allowing you to continue to drive your business forward.
For more information about how to develop your recruiting strategy, contact The Recruiterie online or give them a call at (602) 326-6820.