Whether you’re a small business or a large company, it’s a good idea to stay prepared and focused when it comes to recruitment. Failing to have a plan can increase the time it takes to recruit which can increase costs and cause you to hire employees that aren’t the right fit. With lots of variables and pressure to successfully grow as a business, use this guide to help you pull focus to your recruitment strategy.


What is a recruitment strategy?

In the most basic terms, a recruitment strategy is a planning tool that looks to draw all company department’s objectives together. From this, it clearly identifies where you’ll need to hire new candidates as missing skillsets are highlighted. A recruitment strategy will impact the whole business so it’s important to include every department in your plans.


Focusing your recruitment strategy

Who you hire will affect the whole business so it’s important to remember that a recruitment strategy is business-wide. When you’re planning your strategy you need to gather the key players across the company. The main objective of creating a strategy is to align your recruitment efforts for optimum efficiency. By bringing all departments together you’ll know where to best spend your budget. You’ll also find it will help you make your case if you ever need a further budget for recruiting. Here are the main points you need to think about.


Align it to your business plan

One of the most effective ways you can look to focus your recruitment strategy is by analysing your end goals. Take your five-year business plan, if you see your business focusing on building up your marketing strategy or simply growing sales, then you may look to hire people with those relevant skills. If you find these people early and nurture them in your talent pools, you’ll be ready to jump into active recruitment mode when the time comes.

From a year to six months, give your recruitment goals achievable timeframes. For example, if you want to expand your tech department to improve your cyber security, you may give yourself a year to hire and implement this strategy. When you’re working out timings it’s good to note that the recruitment process isn’t over once the new hire is through the door. The process actually ends when you begin to see a return on investment. This is when they’ll be working at full capacity and will have passed their probation. Remember to factor in this time when you’re creating your delivery timelines.


Ask yourself, do I need to hire someone?

The best way you can identify if you actually need to hire someone new is to assess your current skill set. Look at your employee structure from the top down to see what skills you have already. From this, you’ll be able to see what areas need developing, which can help you validate roles and manage expectations. This may also give you an insight into where you could develop the skills of the employees you already have. There are many benefits in doing this. It not only eliminates the extra costs that come with advertising for a new position, but it’ll also help improve your retention rate and improve employee satisfaction.


Use data to help identify recruitment needs

As well as just evaluating your current employee structure you should compare this to certain data and metrics. Evaluate the general productivity rate of your business output. If you find you’re struggling to meet deadlines or you’re over-delivering on projects, you may need to hire some more support. If you’re finding that it’s a normal routine for your employees to work longer hours than they’re contracted to, then extra recruits will help ease workloads and ultimately keep your best employees happy.

Evaluate these metrics throughout the year to see if there are any peaks and troughs in manageable workloads you need to address. You may find that you don’t need to hire a full-time employee but you’d benefit from temporary contracts to cover when workloads and projects begin to mount. From these evaluations, you can better plan your recruitment efforts across the year.


Focus your sourcing techniques

There are many recruitment strategies you can use to help you source and retain top talent. Not all of these ways of recruiting will be suitable for the type of employee you’re trying to hire. From utilising social media to formal advertising, you’ll find that some industries will naturally be drawn to different types of recruitment techniques. With this, you should really think about which tools you want to invest your time into. Do remember that you can also use tech, such as our Hello Talent platform to help you integrate your sourcing efforts for an efficient way of working.


Stay prepared and organised

A recruitment strategy is all about utilising business growth where you are constantly looking forward, trying to predict your next move. With strategies influenced mainly by uncertainties, recruiting last minute is always a possibility. This is why it’s extremely important that you have a process in place with responsibilities already assigned to the key players. From writing the job description to advertising, interviewing and onboarding, if everyone knows what role they play in welcoming in a new employee, everyone can stay focused.

Although they may be similar in structure, it’s a good idea to tailor each process to the industry and level of talent you’re trying to hire. Changing where you advertise is important here as, for example, you may struggle to find a finance director in the same place you’d find a marketing exec. To find out how you can use social media to recruit, check out our blog.


Key takeaways

With this advice, you can create a strategy that’s backed up by metrics and evidence to help you get the recruits you need to grow your business. Here are some key takeaways to remember.


  • Involve the whole business to make sure each department is aligned to know where is best to spend your recruitment budget.
  • Use metrics to help you evaluate your recruitment needs.
  • Look to promote and train up employees first before looking to bring in a new hire.
  • Prepare different processes for different departments and role levels in advance to stay organised for last-minute job openings.