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Attracting and hiring top talent is potentially the most important aspect for the success of any business. But it can be a daunting thought to consider; figuring out your recruitment strategy, how to make it work and improve it as you go, and first and foremost, what a recruitment strategy is in the first place. Understanding what a recruitment strategy is, and which one is best for your business, will help you find the best talent available in your market.

Crafting an effective recruitment strategy is key to ensure that you not only find the right candidates but also retain them in the long run, and we’re here to help you figure all that out! Let’s explore the different types of recruitment strategies, and how you can find the best one for your business.

What are recruitment strategies?

A recruitment strategy is a plan of action designed to identify, attract, and hire the best candidates for a specific job or set of positions within an organization. It involves a systematic approach to sourcing, screening, and selecting suitable individuals who align with the company’s goals and culture.

What’s in a recruitment strategy?

While specific strategies may vary based on the organization’s size, industry, and culture, there are a few common elements you’ll need to consider in most recruitment strategies:

Budget and allocation: This is not only for how much you would pay your new hires, but also considering the costs of job boards, and social media advertising, as well as other tools.

Marketing strategy: You’ll need to understand how you want to market your job vacancies, considering where your audience will be (social media platforms vs online forums vs print advertising in local business) and how you want to position your business.

Company positioning and USPs: What makes your business special? Why should a candidate choose you over a competitor who’s also recruiting? Do you offer unique benefits that make your business an attractive choice? These are all key things you’ll need to understand from the outset.

Skills assessment: You’ll need to have a strong understanding of what skills are required for each role you’re recruiting for. Advertising for a ‘digital marketing account manager’ will gain you a much more precise pool of candidates than just advertising for an ‘account manager’. Put a process in place that allows you to understand the specific skills you’re looking for.

Different Types of Recruitment Strategies

In-House Recruitment Strategies

In-house recruitment strategies involve a business managing its hiring process internally without external assistance. Internal HR teams or dedicated recruitment teams work directly within the company, using their knowledge of the organization’s culture and values.

Businesses using in-house recruitment will typically have an internal HR team that handles various aspects of the employee lifecycle, including recruitment. This team would likely consist of recruiters, talent acquisition specialists, HR managers, and other professionals with expertise in sourcing and selecting candidates.

Internal recruiters will often have an in-depth understanding of the company culture and requirements, and although there is a wage to be paid due to them being an employee, there are no external agency fees

However, in-house recruitment teams may find challenges arise when tasked with handling large volumes of applications and managing recruitment during peak periods. In-house recruiters may also have a more limited professional network compared to external recruitment agencies, restricting their access to a diverse pool of candidates.

External Recruitment Strategies

External recruitment strategies involve outsourcing the hiring process to external recruitment agencies or recruiters. These agencies, often specializing in particular industries, sectors, or niche roles, help companies identify and attract suitable candidates from a broader talent pool than internal recruiters could potentially reach, due to a larger network.

External agencies can tap into a wide network of candidates, and bring industry-specific knowledge offering businesses a way to access a diverse talent pool. The disadvantage of using external recruitment agencies is that they often charge fees based on successful hires, and could find it harder to understand the company culture and values compared to in-house recruiters.

Direct Advertising (Job Boards, Websites, Newspapers)

Direct advertising as a recruitment strategy involves promoting job openings through different online and offline channels, including online job boards, like Indeed, the company’s own website, and traditional media like newspapers and local bulletin boards.

This method aims to reach a local audience and attract potential candidates while usually being less expensive than using external agencies. However, it will likely attract a higher volume of unqualified, un-screened applicants, if the advert is even seen; job posts can get lost among other listings.

Optimizing Your Website’s Career Page

Optimizing your website’s career page involves creating an attractive and user-friendly space that provides detailed information about the company’s culture, values, and available job opportunities. This strategy aims to engage and attract candidates directly through the company’s website itself, by highlighting job opportunities and streamlining the application process.

A well-designed career page should enhance the employer brand, attracting candidates who are genuinely interested in the company and its ethos. However, it relies on candidates actively seeking out the company, and if not kept up to date, stale content may deter potential applicants.

Employee Referrals

Employee referrals are the strategy of current employees recommending individuals from their professional networks for job openings within the company. This strategy relies on the trust existing between employees and aims to bring in candidates who align with the organization’s values. It is often not used as a sole approach, but a tool as part of a wider strategy.

Employees can recommend individuals they know and trust, reducing the need for external resources; however, it could lead to a lack of diversity if employees refer to individuals from similar backgrounds. Existing staff may also feel obligated to refer candidates, impacting workplace dynamics.

How to improve recruitment strategies

Is your recruitment strategy not quite working? Here are some effective ways to enhance your recruitment processes:

  • Clearly outline job responsibilities, qualifications, and expectations to attract candidates who are the best fit for the role. Defining these at the start gives you a clearer goal of the candidate you’re aiming to hire.
  • Highlight the company culture to give candidates a better understanding of what it’s like to work for your business. Showcase your company’s values, mission, and culture through your website, social media, and other channels.
  • Encourage current employees to share positive experiences on platforms like Glassdoor.
  • Leverage platforms like LinkedIn, Twitter, and Facebook to reach a wider audience.
  • Ensure a positive and efficient candidate experience by providing timely feedback, clear communication, and a transparent recruitment process. Collect feedback from candidates to identify areas for improvement.
  • Develop strategies to attract a diverse pool of candidates. Implement blind recruitment processes to minimize bias in the initial stages.
  • Attend industry events, conferences, and career fairs to build relationships with potential candidates.
  • Engage with professional organizations and online communities related to your industry.
  • Foster strong communication and collaboration between recruiters and hiring managers to ensure alignment on job requirements and candidate expectations.

By incorporating these strategies, you can improve your recruitment strategies, attract the best talent in the business, and build a more robust workforce all at the same time.

The effectiveness of a recruitment strategy depends on factors sometimes out of your control, but by understanding the advantages and disadvantages of different recruitment strategies, you can tailor your approach to attract and retain the best talent.

Remember to continuously evaluate and improve recruitment strategies to stay ahead in the dynamic job market. Whether opting for external partnerships, or a combination of both, the key is to align recruitment efforts with the organization’s goals for sustained success in talent acquisition.

Ready to find the best talent for your business? Start by identifying the recruitment strategy that best aligns with your needs. Our recruitment services are always delivered with partnership in mind, always. Find out more about our recruitment services and contact us today to find the best talent.