- February 23, 2024
Recruiting can be one of the most painful things when it comes to running a successful business. This is not something that we are saying but many HR leaders and CEOs have complained about this, and we have received many scenarios. For an instance,
- It took months to get suitable applicants
- People ghost us during the hiring process
- Our last hire stayed with us for only 6 months
- Candidates nowadays have very high expectations when it comes to salary.
But this is not the case for some companies. So, what is the thing that makes them stand out from competition? Well, it is strategic recruitment by partnering with an experienced yet professional RPO Partner.
In this blog from the recruitment experts, we are going to discuss different scenarios of talent acquisition and what you need to keep in mind before making your recruitment strategy. We assure you that you will find tips and an insight into the candidate’s perspective.
But before we move on that, let’s dive into some scenarios in Talent Acquisition.
Four Common Scenarios in Talent Acquisition
Reactive employers don’t think about recruitment until they get a desired candidate for a particular position. They always start from scratch and often make huge mistakes which takes away candidates from them.
Proactive employers think about recruitment all the time, even when they are done with hiring. They work hard to make sure that they find talent when there is a requirement.
The initial step towards proactive recruiting is when you think about all different situations and develop a strategic approach to make your hiring possible. Here are four scenarios to consider while sourcing the candidates.
Recruiting for Growth
What if you are recruiting for someone who never existed? You might find this weird but you can open hiring for new positions, like your company might be thinking of opening a new regional branch.
Recruiting for brand-new positions can be really challenging. You need to consider a lot of human resources issues such as:
- Will you be able to attract the talent with your current salary structure?
- How to get your employer brand to a new audience?
- How will your organizational Culture respond to any extended team?
Rapid growth can put enormous pressure on your current HR and Recruiting Team, who also to onboard and support your new hires.
Recruiting for Skills
Recruitment is also a way to expand your business competencies. For instance, if the business decides to launch a new app, you may need to hire an experienced app developer.
Highly skilled positions present a new set of challenges that you will consider. For example, you will ask
- How do we create a realistic job description that meets our business requirements?
- Do we have the relevant technical knowledge to test the candidates?
- Where can find candidates with the skills we need?
Many Companies choose to work with a partner that can help them to get a strategic consultation. Executive and Retailed search is similar to RPO, except the consultant who focuses on filing a single position.
Mapping out Your Talent Acquisition Needs
With an internal recruitment process, requests sometimes can come from anywhere like an employee leaves all of sudden. But you can keep an eye on all the internal events such as:
- Employee Data-Watch out for triggers such as employees nearing retirement age or attaining an educational milestone.
- Engagement-Employee Engagement surveys can tell you if people are happy at work, which is an indicator of future turnover levels.
- Financial Performance-High-performing companies always think about growth and expansion. Growth plans could mean the HR team needs to find some good candidates for requirements.
HR and Recruitment specialists must establish a strong connection with the executive leadership. In this way, you will be able to see what is ahead for your company and what that means for the recruitment strategy.
Steps you need to keep in mind before crafting your recruitment strategy
The goal of any recruitment strategy is simple: to get the right person for the right job.
Sounds quite easy, isn’t it?
Like most things here, it is easier if you have a strategy that is.
- Clear:Everyone should understand their role in the recruitment process. That includes your Talent acquisition team HR Managers, and senior stakeholders. Each team should have clear metrics for success.
- Repeatable:You should be able to activate your hiring process at a moment’s notice without spending much time on the optimal strategy.
- Scalable-Your recruitment strategy might work when you hire one person but what if hiring 10 people? Scalability is an essential partner for your talent acquisition strategy.
There is no fit all recruitment strategy. Everything depends on your company, your culture, and the current state of the hiring market.
How Recruitment Process can deliver your hiring strategy?
Having a solid recruitment strategy is a great initial step. But who can bring this strategy to life? Well, it is your RPO partner.
Common problems that your organization faces:
- The current recruiting team is quite limited or thin.
- HR Department lacks recruitment experience.
- Not enough people are available to scale up whenever there is a need.
- The strategy is failing to produce the desired results.
- Low retention of new hires.
This is where Recruitment Process Outsourcing comes in. RPO services give you immediate access to skilled, experienced recruiting experts who help execute your strategy at a low cost per hire.
Getting Started with Recruitment Process Outsourcing
Recruitment is just like any other business function. If you want to see, you need to make a plan and see it through. And you also need the right people and process them in the right place.
Want to level up your recruitment game? Connect with the experts at CROX RPO today.