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Fine Tune your Recruitment Strategy for 2011

Fine Tune your Recruitment Strategy for 2011

By: Recruiting Training Corner

According to the results of a recent RHI survey, 40% of seekers will be more inclined to look for new hiring opportunities once the recession is over. 

While some would argue that we are still not “post-recession,” there are strong indicators that we have turned the corner; this may be enough to spur those job seekers into action. 

The question becomes, “Are companies ready to handle the large employee turnover that will probably occur in 2011?”

Based on conversations that Monster is having with recruiters every day, we know that you are in fact extremely busy already. Your plates are full because your organizations have not hired enough HR resources to meet the current needs, let alone a surge in staffing activity

Given this situation, what should you do to prepare? Here are six factors you should consider now in order to position your organization for success and improve your hiring process.

Analyze the recruitment process. Start by analyzing and evaluating your current recruitment strategy to better identify areas where you could gain efficiencies. Are you maximizing your current software systems? Are there gaps in the recruitment process? How do your current recruitment practices affect the image of your organization? Take inventory of everything you do in the recruitment process with an eye to the dependencies between recruiting tools and strategies, successful hires and overall costs to the organization.

Review your solutions. Once you’ve reviewed your recruitment process, sit down with your recruitment manager to analyze the recruitment solutions your organization currently has in place. Do you have the right mix and quantity of products to meet likely 2011 hiring needs? 

Also, analyze what your competition is doing so that you can attract job seekers to your organization. Using creative products such as video is one solution that could be considered to achieve that goal. 

Incorporate best practices. Once you’ve analyzed your core recruitment process and solutions, you may recognize some pivotal processes that need improvement. Think about how your organization is currently using the products it has today and how it could incorporate job posting best practices, social media, company branding, job searching and career site. 

Within each of these products are numerous best practices that you should be following. For job postings best practices, using specific, functional titles will yield better results, as will making clear delineations within the job posting including the physical location of your job.  

Take time to educate recruiters. In this climate of trying to do more with less, education as a whole has taken a backseat in most organizations. But if you foresee a surge of hiring activity on the horizon, now is the time to start thinking about the gaps and how to address those gaps. Consider certifications, or bringing in experts to speak to your team. Involve your team members in the process; ask what they would like to pursue from an educational standpoint. 

Build relationships and learn. Before you even know what job positions you’ll be recruiting for, take some time to build relationships with hiring managers and business leaders. Learn more about the positions they currently have in their organization and about the business. If you’ve forged those relationships beforehand, it will be much easier to dive right into the recruiting process once a position opens. 

Review metrics and understand benchmarks. Does your organization have systems in place to measure recruiting success? If so, are you actively looking at those numbers and trying to understand the results? If you’re still not making this a hiring best practice, start reviewing your metrics, understanding your benchmarks, and most importantly, make revisions based on the data. 

If analyzed properly, these numbers can give you valuable insight on how to refine your recruitment process, and ultimately, fill positions with qualified candidates more quickly. 

Regardless of whether or not the 40% of job seekers who intend to find other employment actually do it, start now to build a fresh perspective that ultimately refines your recruiting and hiring process.