How to create a recruitment strategy to stimulate business growth
When hiring there are so many things that can go wrong and cause a delay to securing the people you need. Ultimately slowing work production, consuming company resources and impacting business growth. So, how do you devise a recruitment strategy that doesn’t hinder business resources and growth? The answer: a robust recruitment plan that ensures that you get the people you need when you need them.
The key is to…
Plan ahead
Each year sit down with all Directors and department heads and develop a detailed plan of your growth strategy and the extra people you will need to implement the overall plan. In addition, include timescales for when you will need the extra people to be within your business.
Once the strategic growth plan is finalised, inform your HR department or Recruitment Consultant of the timescales and your full recruitment plan. This enables them to put the wheels in motion and ensures there are no surprises down the line.
Recruit early
Start recruiting at least three to four months prior to needing the extra staff. Recruiting isn’t as easy as what people think. There are so many elements that could go wrong. For example, poor job advert response, a lack of skilled applicants, or people turning down your job offer for a wealth of reasons.
Succession Planning
Consider all your employees and their career plans. For example, is a key member of staff going to retire in the next year or are current employees on a progression / promotion pathway? This allows you to plan ahead and begin working on filling their jobs before they retire or move positions. To read more about successfully succession planning, view our blog here.
Consider different recruitment techniques for different vacancies
Don’t just rely on traditional recruitment techniques when hiring. Some unique and harder to fill job roles might be best suited to alternative methods. For example, retained search (headhunt) or sponsored advertising. View our guide on different recruitment methods and the pros and cons of each here.
Create a bank of CVs
Each time you hire securely store strong candidates CVs in line with your formal data retention policy. They may have narrowly be beaten by another candidate previously but be perfect for future roles. Consider they would probably have gained more work experience since last time that you were recruiting, as well as gaining crucial industry knowledge. So, provided you gained their consent to do so, it’s worth contacting them to see if they are open for a discussion about any future job opportunities. As you might just get lucky, and it will save you a lot of time and resources in advertising.
Market all job vacancies effectively
Ensure you write quality job adverts that sell the job opportunities and promote on every platform you have available. Make use of LinkedIn, your company website and job boards. And if this is done in good time before you require the successful candidate to start in a role, you can allow the time to receive a greater volume of applications, giving you a pick of a larger pool of talented professionals. So, don’t leave recruiting to the last minute.
Furthermore, ask your HR and Marketing department for creative ways to promote your job adverts. For example, you could introduce a workplace candidate referral scheme, share jobs on social media and post 1 free job on LinkedIn.
Get advice from a recruiter
Recruitment consultants who specialise in your sector can advise on the best recruitment techniques to find the most suitable candidates for your job vacancies. Sector specific recruiters spend their days sourcing candidates for all job roles and levels within your sector so will likely have access to a wider talent pool than you will have directly. At Eventus, we also have a bank of candidates in the legal and financial sectors, which we can contact on your behalf.
How we support business growth through recruitment
With over 90 years’ combined experience in recruitment, we can help you to recruit in a timely manner. We recruit for all jobs with Law and Finance, as well as support functions within firms.
Always, we use our expertise to:
- Offer tailored recruitment advice and techniques.
- Write and advertise job adverts on your behalf.
- Provide you access to the right candidates for your job vacancies and business requirements.
- Pre-screen candidates to ensure they are the right fit your business.
- Manage the job offer process and negotiations.
- Ensure you and your new employees build a successful working partnership.
Great Post!!
Thank you. We are glad you enjoyed reading this blog.