Why your recruitment strategy requires meaningful objectives
When you ask the question “how do you measure success in recruitment?” the most common answer would most likely be “the appointment of a good quality candidate” and of course, that is the main purpose of recruiting for any role, but is that enough?
Recruitment is a business discipline that should be as integral to your organisation as sales, marketing, accounts or HR (and yes, we class it as a distinct discipline from HR). Recruitment has the opportunity to create a strong and effective workforce but also has the potential to bring in unsuitable people, be a major expense and be a huge distraction, if not approached in the right way.
Just as you would develop a business strategy and a marketing strategy: setting objectives, planning how to achieve them and measuring your success: equally you should think of recruitment in the same way. All too often, recruitment is tasked to individual department managers, office managers or others (we’ve even seen it passed to marketing staff ‘because they’ve got access to the website and Facebook’…) because there is no dedicated resource internally for recruitment. And without appropriate training or a clear policy to follow, the process may fail to deliver as it should.
Just as with other types of business plans, setting objectives allows you to measure the success of your recruitment strategy. These should include setting targets for:
- The cost of hire
- The time to hire
- The quality of hire
- The candidate experience
- Compliance with legislation (including GDPR)
- The efficiency of hire via systems and ways of working
- The future-proofing of your recruitment (including building talent pools and staff retention)
- The time taken for new candidates to make an impact
All of these are as important as each other. For example, you may manage to recruit a great candidate but doing so could occupy a huge chunk of someone’s time. You may make a quick appointment but the candidate may not have a full understanding of the nature of the role and not stay long. Or the candidate experience may not be right and at the end of the process, the person you want to appoint declines the offer. You can see how the whole equals more than the sum of the parts if you make sure all aspects of the recruitment process have meaningful, achievable objectives and you create a plan to meet them.
How to create a recruitment strategy without the skills or expertise
And there’s the rub; it’s all very well saying that a recruitment strategy is vital but if you don’t have anyone who is trained in recruitment, how can you do that? This is often the point when companies turn to recruitment agencies for help. This can work for some and there are certain roles that are best left to agencies (see more on this) but the most effective, holistic recruitment strategies come from being developed within the company with knowledge of all the requirements and expectations of the roles. This doesn’t mean you have to recruit a recruitment specialist (and how do you recruit for recruitment without the knowledge of recruitment?!) because this is a resource that can be brought in at whatever level you need it.
This is why we created Integrated Recruitment Ltd; to give small to medium businesses access to recruitment expertise and develop a strategy within the business that non-specialists can understand and adopt over time. It offers businesses an attractive alternative to either using agencies or muddling through on their own plus it builds recruitments skills into businesses giving them much better control.
Some clients bring us in to develop a strategy and then hand over to internal staff. Some just want some recruitment and selection training and others retain us to look after their recruitment on an ongoing basis. It’s designed to be flexible.
If you don’t have a recruitment strategy and would like more information on how you could be recruiting better then contact us on 01924 683583 or send us a message. You can see more about our services here.