Stop Repeating the Same Mistakes with Your Recruitment Strategy!
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“The definition of insanity is doing the same thing over and over again and expecting different results.”
Hands up if your company is even a little guilty of this when it comes to their recruitment strategy?
Do you for example work with recruiters on a purely ad hoc basis, rather than building a close relationship with a recruitment consultant and working with them as a strategic business partner?
Developing an effective recruitment strategy is critical to business success. Taking a strategic approach to recruitment encourages your talent teams to view the hiring process as an ongoing activity, rather than simply advertising a job and hoping for the appropriate people.
This strategy can lead to a lengthy and costly hiring process, as well as increased demand on your teams and more stress on you and other hiring managers.
Recruitment strategies that are aligned with corporate goals, are robust, and easily repeatable have the best chance of success. But how do you go about developing an effective recruitment and talent acquisition strategy?
What is a recruitment strategy?
A recruitment strategy is a detailed, formal plan that outlines how your company will attract, hire, and retain talent. It should be linked to your overall company objectives and include your talent needs and skill gaps, headcount planning, employee value proposition, recruitment marketing strategy, selection criteria, tools, or technologies you intend to use, succession plans, and your recruiting budget.
Your recruitment methods should be attainable and simple to convey. While you might change your techniques, your strategy must remain consistent.
Developing your sourcing strategy
A great recruitment strategy should have four key components:
Growth and workforce planning: To scale up your workforce for the future, you'll need to hire, which takes time and resources. The first step is to consider which areas of the business may require rapid expansion. For example, if a new contract is secured and additional resources are necessary, do you have the infrastructure and expertise in place to account for this? By developing a metric to assist you in determining which parts of your organisation will gain the most from increased manpower, you can identify where to focus your efforts in the future and ensure that resources are distributed effectively.
Skills audit: Once you've chosen which areas of the business you want to grow, whether you need more personnel to meet immediate goals or are planning ahead, you must determine what skills will be needed in those areas.
Whatever abilities you seek, they must be at the forefront of any recruitment plan, and you must ensure that all hiring managers are aware so that they know what to look for when hiring. Sharing your business objectives with the wider company and conducting management meetings where skills audits are reviewed are key for effectively communicating this across the organisation.
Employer brand: Your employer brand is simply your company's reputation, particularly among job searchers. Without a solid employer brand, your recruitment approach may be rendered ineffective. If you want to grow your firm, you will need to attract the strongest individuals to drive that transformation, which is only possible if you have a brand that professionals want to work for and can identify with.
Flexibility: Flexibility is an important component of any recruitment approach. You must not only be able to adapt your strategy to shifting market conditions, but you must also evaluate your long-term and short-term goals. Hiring temporary employees is a simple method to scale your teams up or down to adjust for seasonal shifts or economic situations, allowing you to recruit fast when additional resources are required.
What’s next?
Building your strategy takes a lot of time and effort, but it’s only the first part of the recruitment process. It is at this point that you will undoubtedly benefit from a close partnership with a recruiter who fully understands your strategy, company requirements and goals.
Here are the top 6 reasons you should get in touch with us to discuss your requirements......we will take all the pain out of the process for you!
1. It's our job
This is pretty self-explanatory. Finding the best person for the job is literally what we do as a recruiter.
2. We are independent
We can ask more direct and specific questions. A candidate speaking to a recruiter tends to be more forthright with information than they might be speaking to the company they are applying to, making it easier to identify unsuitable candidates.
3. We can find candidates that generally you can't
Most of the time the candidates you want for your company are already working with a competitor. As a recruiter we have the resources to reach out to them and discuss their options, something most hiring managers don't have time to do.
4. We have a wide perspective
As niche recruiters we pride ourselves in knowing the industry extremely well. We can spot red flags extremely early in the recruitment process, reducing the time and cost of companies doing this internally.
5. We're cost effective
Yes, recruiters offer a service and that comes at a price, but you'll usually find that price is far less than the money (not to mention the time) you could lose hiring the wrong person.
6. We offer guarantees
We strive to provide a service that makes everyone happy ensuring repeat business. You'll find most recruiters will offer some form of rebate or refill in their terms of business.
How Can We Help?
It’s a good idea to lean on a recruiter to support you with staff retention in the construction industry. They’ll take the struggle of finding the right candidates off your plate. Here at James Gray Recruitment, we have specific solutions to reduce the risk, time, and effort of hiring.
You can put your trust in us. We’ve been working in this industry for a long time, and so have years of experience and expertise to draw on. Not to mention, an incredibly expansive network of high-calibre candidates. Plus, we’re even connected to passive candidates who’d move for the right role.
Get in touch today: getus@jamesgrayrecruitment.com