Download: Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting
and How Recruiting Can Leverage the Value of Marketing
Strategic Planning
(December 14, 2004) Another word for strategy is "cost effective planning". With the extraordinary number of opportunities
to spend and rapidly growing budgets, most recruiting shops need a plan on which they base their
success. If a company's approach is jettisoned each time a new vendor emerges, the real Recruiting
endeavor never gains traction.
The key elements of a Recruiting Strategy include:
A clear picture of current and future staffing requirements (five years is a good horizon line)
An assessment of the skills, demographics and workload requirements of current employees
A solid definition of regional expansion plans
Training Requirements for Recruiting competency
Established communications patterns for hiring decision making
Clear criteria for hiring decision making
A clear understanding of regulatory requirements
A relationship with a team of creative copy writers
A detailed understanding of current and future marketplace trends
A process for identifying demographic targets
A conceptual map of the communications vehicles available for reaching demographic targets
A compelling story about the reasons this particular workplace is attractive
A job communications budget
A plan to measure the effectiveness of dollars spent on Recruiting
A database in which to collect data about potential employees
The ability to match job requirements against potential employees
A clear understanding of the supply-demand dynamics in the regions that will be recruited
Hiring Timeline objectives and a system to measure performance
A formal "vetting" process for new vendors
In other words, the development of a coherent Recruiting Strategy involves coming to a series of
conclusions about sources and objectives. By leaps an bounds, technology and its implementation runs
a distant second to questions that concern recruiting volume.
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