Question

Explain the steps to an effective recruitment strategy.

Answer 1

steps to an effective recruitment strategy

Develop a job advertising database

Using a spreadsheet to monitor where and when you advertise / post job openings, numbers of candidate responses, deadlines, effectiveness of posting, etc. The resulting work advertisement history makes a great easy reference guide for potential positions and improves the efficacy of recruitment ads by allowing you to concentrate on using advertisement strategies that deliver results

Set time aside to review resumes & interview candidates

Take time to study applications while hiring, and meet applicants while you are not involved in regular operations. Select a time when you can reflect and give your undivided attention to the candidates. This will encourage you (and the candidates) to have a more productive interview and improve your ability to efficiently evaluate and pick the most suitable applicant for the job.

Use a tracking form to keep track of candidates, qualifications and progress

It is particularly useful when recruiting concurrently for several positions in order to avoid losing track of candidates and to ensure that all applicants are considered equally. Develop and use a modeling form to track applicants, theposition(s) they apply for, their qualifications and their recruitment process progress. This at-a-glance form will allow you to see where candidates are in the process and will also assist you in keeping resumes organized on file.

Cluster candidate interviews

An efficient method of time management is to jointly perform related tasks. Applying this approach when scheduling candidate interviews will not only help you to optimize your time and productivity, but it will also make it easier to evaluate candidates while their interviews are fresh in your memory, as compared to hours or days apart

Use template letters that can be personalized

Communication is vital for job seekers but it can be very time consuming to write personalized letters. Stop reinventing the wheel by creating letters with templates that can easily be tailored for each candidate.

Build relationships with candidates

Just because a applicant may not have the expertise, experience or abilities needed for the current job vacancy does not mean that they will not be considered with your organization for potential work(s). Taking time to thank candidates for applying and to clarify their standing in the competition (see tip #5 above) can go a long way towards whether or not they want to apply with your company for future positions.

Review, Follow up and revise the recruitment process

As with any process, revising the recruitment process on an ongoing basis is critical. How much you need to do so will depend on how much you recruit workers using the tool. The aim of reviewing and revising is to ensure the process is as successful as possible.