Recruitment is selling; whether you are a startup’s internal recruiter or own a recruitment firm. It’s all about finding the best talent for an organization and convincing them that this is the best opportunity for them.

In order to make the recruitment process result oriented, the recruiters first have to develop marketing tactics to sell the company to the candidates and then present the prospective candidates in front of the hiring manager to help them decide the candidate will fit the vacant position well.

An organization should have strong and smart recruitment strategies in place which should be competent with the advancing technologies and growing competition for hiring the best talent available in the market.

When we say potent recruitment strategies, there are a set of essential elements that are pivotal to its successful implementation, and those are:

• Marketing driven towards attracting and engaging candidates
• Branding of the organization
• Ability to sell the job to the talented lot.

With artificial intelligence being a prominent tool in transforming the recruitment landscape it is vital to have cognizance that strategies need to updated with the passing years for the organization to hire only the best fit.

Let’s discuss the actionable items that can contribute to a highly effective and result oriented recruitment strategy. With such a recruitment strategy in place, an organization can better attract, engage and retain the talented candidates.

1- Develop a Robust Plan:

Recruiters should have cognizance of the organization’s values and objectives, following which they should develop a well-defined and communicative recruitment strategy. Similar to selling a commodity, recruiters should be adept in structuring an approach that tactfully sells the position as well the organization’s culture to the candidates. In 2019, your marketing tactics will determine your impression on candidates.

2- Build Your Organization’s Brand:

Talking about selling organization’s culture to the candidates, it is crucial that your organization holds a good reputation in your target audience. This can be achieved through adequate employer branding. Make sure that you are responsive on every social media platform you are on, communicate your organization’s message well. An organization that fails at maintaining their image suffer gravely in attracting, engaging and retaining employees.

3- Implement a Robust Sourcing Strategy:

Sourcing candidates can be a tricky process if you do not have a strategic program in place, but qualitative hiring is not to be compromised with. The sourcing techniques will vary position to position and should not only target the active candidates but also intrigue the passive ones as well.  A proficient sourcing program helps in balancing the speed and quality of hiring.

4- Eliminate Job Bias:

It is unfortunate that even in 2019, job biasing is still prevalent, but organizations need to keep a check that other than the merit, no candidates are rejected for an irrelevant or on discriminatory grounds. An organization should adopt AI to land the best talent, regardless of their color, religion, demographics, etc. AI with its algorithm assessment program will help an organization have a more diverse workforce.

Recruitment is an intricate process, managing which should only be trusted on industry recruitment experts of a recruitment processing outsourcing agency.  Outsourcing recruitment saves on a significant time and money which is otherwise drained in implementing recruitment strategies which barely yields any result.

The Bottom Line:

Be wise and let recruitment professionals efficiently devise and implement competent recruitment strategies to make sure you only hire the most suitable candidate with skills and expertise matching your requirement. From healthcare staffing, offshore IT staffing to human resource outsourcing, a credible RPO will help you stay ahead of the curve without compromising on the quality of service.