When considering a recruitment strategy, take a cue from the Boy Scouts: Be prepared. Employers who have a constant flow of recruits – rather than simply starting to look when an opening pops up – will always have quality candidates at the ready. Let’s look at some of the “hows” and the “whys” of an ongoing recruitment strategy.

  • If you want the best, you have to bring them to you.

The concept of recruitment means you’re looking for the best candidates, and doing what you can to attract them. So it’s not merely that you have to look for top talent; you have to give them a reason to come to you. An ongoing recruitment strategy will help you accomplish this. Engage with qualified candidates through social media and networking events, so even if a position isn’t open at the time, they know they can contact you when the timing works.

Develop an intern program – it’s like an extended interview for potential hires…plus they already know your business and you’ve seen them in action. Give them a reason to stay full time as positions become available.

  • Know what you need.

    To make an ongoing recruitment strategy, HR has to stay on top of the company’s needs – what skills and competencies are missing? What area could benefit from an experienced employee who could lead others? Develop candidate profiles based on your best hires from the past so you know what to look for. Where can you go to find the best talent for the jobs you need? Creating relationships with area colleges and staffing agencies will allow you to create a talent pipeline that will help your company succeed – no wasted time figuring out who can best supply you with the candidates you want. 

  • Even talented employees leave.

It may have nothing to do with your company – perhaps a family member got hired elsewhere and they’re moving, or the employee decides they want to pursue a different career. The companies who anticipate the loss of key employees also have recruiting strategies to replace them – they have that talent pipeline of qualified candidates in the wings. And bear this in mind: If, in an exit interview, you discover a top worker has chosen to leave because he’s unhappy with the company, it’s also worth taking time to listen to his concerns and adjust so future recruits won’t feel the same way and leave as well.

One of the best ways to build your recruitment strategy is to partner with someone who always has qualified candidates. Visit PrideStaff to make them part of your pipeline and to get advice on how best to build it.

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