No matter what the market is doing, there will always be challenges and a “best strategy” for winning the best talent versus the competition and hiring the best employees, in the shortest amount of time with the least spend.
There are so many moving parts within the talent puzzle; knowing every piece and exactly where it fits can be daunting and frustrating for most leaders and their hiring teams.
But it doesn’t have to be.
With the end result in mind, design an employee hiring strategy that is innovative, strategic, people-focused and driven by business goals and needs. In an ecosystem where the conversation between the organization and the candidate is changing rapidly by becoming more transparent, strategic and individualized, hiring strategies and companies must evolve.
The companies who chose to stick with “if it ain’t broke don’t fix it mentality” will find themselves baffled by why they’re not achieving company goals as quickly as they’d like.
Hiring issues silently sabotage a companies foundation.
A lack of an optimized hiring strategy and the process will live silently underneath every effort and dollar spent in every area of the business.
Why? How and who companies hire is one of the top factors if they succeed or not.
What is an Employee Hiring Strategy?
An employee hiring strategy is defined as a structured action plan to effectively and efficiently identify talent pools, attract candidates and get the best-fit talent onboard.
Also known as the hiring process, recruitment process or strategy, it is not just a static, one-time plan. It is a dynamic, fluid blueprint for every stage and phase of the full concept – recruitment -interviewing – close – onboarding cycle; an innovative framework that involves understanding the deficits in present talent as well as the growth plans for the future.
Hiring is essentially an HR and sales-driven operational function and strategy combined that should attract the target audience with optimal results.
The “Hire” Purpose: Why do you need a hiring strategy?
If your aim is to build inroads into quality talent pools, encourage applications and to reduce the cost and time to hire, having the right hiring strategy in place is a prerequisite. Having the right recruitment strategies provide the following advantages in today’s competitive talent battle:
• Lower cost with regard to time and since you already have the first steps chalked out
• Objective decisions that are business-focused because having a guiding strategy leaves little room for bias
• Data-backed expertise for every stage of the hiring and interview process based on the strategic knowledge of the system
• A competitive advantage based on studying the market, the upcoming trends and action plans to stay competitive
Be Ready and Capable to Pivot
Innovating the hiring process continually is a necessity today. The teams capable of adapting and pivoting quickly with the right systems and processes as well as communication strategy and optimized Candidate Experience will see results 10x faster and yield much higher retention and overall company performance rates.
• Create a Hiring Strategy: Leadership must efficiently communicate and use the right tools to create a hiring strategy including consistency, process, the candidate experience and communication structure with alignment from all stakeholders.
• Invest in Interview Training for your hiring leaders: Leadership can equip their teams with the knowledge, skills, process and confidence to hire well, as individuals and as a team. 1:1 coaching or group trainings will increase their ability to make quality hires and enjoy being a part of the process.
• Cultural Consistency: Every detail of your interview team’s presence matters. How you show up reflects your cultural comparability. Create unification that includes anything in camera view presents a positive depiction of the company culture, always be on time and be positively engaged and well kept.
• The Candidate Experience: Ensure your interviewers are aligned in a hiring process that creates a seamless, comfortable, engaging and collaborative experience. Read resumes in advance, arrive early, ensure interview questions are delegated and avoid interrogative tone by building on candidate responses with smooth transitions to next questions, be authentic and leave time for candidates to ask questions.
• Create a Communication Strategy: Ensure interview debriefs happen within 24 hours, create an automatic reply to all applicants, reply to interviews within 48-72 hours and always communicate a hire or no hire to candidates. Discuss updates, process or issues.
• Being in the disruptive, change-hungry, trend-driven environment that we operate in, as complex and volatile as it may be, comes with the opportunity to engage in trial and error, to learn and to change for the better. Organizations should thus focus not only on finding the right strategies but also on being able to reinvent their approach.
How to Evaluate – Some helpful questions for quantifiable answers
While building your hiring strategy, it is important to bear in mind the following questions – What is the end goal? Do we have the right hiring tools and is every member of the hiring team trained and aligned with the best possible process to achieve that goal?
What additional research do we need to engage in? How do we measure the performance of our recruitment strategy? How can we improve the strategic framework to hire better? Knowing the answers would help you in creating your hiring strategy with more clarity and in weaving the strategy into the talent tapestry of the organization.
If you or your employer would like to find out what your hiring strategy is costing you, reach out to us at email@example.com and we will send you a worksheet that will give you instant clarity.
Written by Pendulum Founder, Alana Fulvio. “America’s top Hiring and Business Strategist and Advisor.”