Recruitment is a practice that has taken place since World War II when there were gaps in the workplace due to men being called to war. As vacancies emerged, companies started doing everything possible to entice people to work for them. These tactics have become essential business practices and evolved immensely to continue company growth and success.
Building a recruitment strategy into the company’s overall strategic plan is pertinent in today’s business climate. A solidified approach will help attract talent and allow the business to develop forecasts and succession plans for current positions. Developing a recruitment strategy involves combining different methodologies and adapting trends currently working within one’s industry. Additionally, to be effective, properly aligning recruitment strategy with an organization’s overall business strategy will ensure an accurate reflection on the goals of an organization in developing a company’s solid, strategic, and prosperous workforce.
Recruitment practices are not just for companies to build a workforce, but they also help to increase employee engagement, build a strong company culture, and enhance the overall growth and success of the company. A recruitment strategy will also allow an organization to ensure alignment with its corporate social responsibility (CSR). CSR can be used as a strategic tool to attract and retain talent based on what a job seeker is looking for. Therefore, organizations, especially small firms, will be more attractive to candidates when they align their recruitment practices with a company’s “why.”
What methods are best for a small business to build a recruitment strategy? Both internal and external practices are vital to talent growth and development, as they allow companies to recruit and retain employees while helping companies improve their performance standards.
Internal Strategies – These strategies focus on retaining current employees by building through career development and internal movement. These practices include methods such as:
- Internal Job Board
- Promotion from Within
- Job Transfers
- Early Career Development/Planning
- Training & Development
External Strategies – These strategies vary based on the needs of the business, industry demands, and many other factors. These practices include methods such as:
- Social Media Campaigns
- LinkedIn/Indeed Job Postings
- Company Websites
- Employee Referrals
- Job Fairs
- On-Campus College Recruitment
With millions of today’s businesses being considered small businesses, it is vital for company management and executives to know how to utilize current data to capitalize on developing their own recruitment strategy.
Come back next month as we dive deeper into the process & practices of building a recruitment strategy for your small business.
Resource: SHRM: Recruiting Internally & Externally Toolkit
