Developing a solid recruitment strategy is instrumental in growing your business sustainably. But where do you start, what should you do, when, and how?
Our upcoming series will provide answers and insights, introducing you to the mechanics of Project A’s distinctive recruitment approach.
Let’s start by reviewing the building blocks of our framework:
1. Align and measure
Ensuring your recruitment strategy aligns with your overall business goals and expansion aspirations is vital for long-term success.
We accomplish that through annual planning sessions dedicated to examining present and future needs. This thoughtful analysis helps us identify the positions and skill sets that will be pivotal in the upcoming year and set key performance indicators (KPIs).
Tracking the recruitment strategy’s success involves a two-pronged approach that allows us to adapt based on performance: Monthly reports on specific KPIs and regularly monitoring a carefully selected set of objective KPIs over time.
This provides clarity and enables data-driven decisions to enhance recruitment outcomes.
2. Set a recruitment model
The Talent Acquisition Funnel is the basis for our analysis and planning. It serves as a foundational framework, guiding us through attracting, sourcing, selecting, and hiring suitable candidates matching the organization’s needs.
The process begins with Attraction, where candidates discover opportunities. Then come Sourcing and Selection to identify and evaluate suitable talents, concluding with the hiring Decision and consequent onboarding.
The first step is attracting candidates to your organization. Employer branding is pivotal to generating awareness and interest among applications. We build a robust talent pipeline via testimonials and social media presence, emphasizing the candidate experience by surveying and tracking satisfaction throughout the application process.
We employ diverse sourcing channels to target candidates and adapt to change. Our monthly sourcing meetings form the basis for budgeting and planning these activities.
Sourcing includes focused job ads and proactive direct sourcing via social platforms. It’s about engaging active jobseekers versus persuading potential candidates for exciting roles. The latter, especially, is a valuable avenue to find top-tier talent, so we progressively strengthen the team’s sourcing abilities. Other key channels are our internal talent pool and employee network. Using a structured referral program, we’ve raised our organizational network hires to 11%, the third-best recruitment source.
Selection involves CV screening to identify qualified candidates and ensure a positive experience. During the interview process, candidates gain deeper insights into the company through podcasts and various formats seamlessly woven into interactions with applicants. Ongoing internal interview training for recruiters and hiring managers enhances our process and showcases our strengths.
Hiring and Onboarding
Our recruiters must have exceptional negotiation skills that help them successfully navigate the offer stage. We achieve this through internal training, drawing from sales expertise.
The final critical step is onboarding and supporting new hires in their transition from candidates to employees.
3. Streamline and modernize recruitment processes
We are committed to optimizing our recruitment processes to increase efficiency and minimize time-to-hire using various tools. The rapid advancements in AI mean this technology plays a crucial role in transforming our daily workflows: From candidate screening automation to talent sourcing optimization and personalized candidate engagement.
Our AI & Automation project group regularly explores and tests new tools, focusing on AI-powered candidate sourcing and process automation using no-code solutions. This proactive approach keeps us at the forefront of recruitment innovation.
4. Diversity and inclusion
Recognizing the value of diverse teams in driving innovation and creativity, we actively promote diversity and inclusion in our recruitment strategy. Our actions include setting recruiting targets and implementing a comprehensive action plan through DEI (diversity, equity, and inclusion) measures.
5. GDPR compliance
While it isn’t the most exciting topic, safeguarding candidate data and privacy is a high priority. We focus on these issues by adopting various measures:
- Appointing a dedicated GDPR officer for the team.
- Keeping all team members informed.
- Integrating GDPR into all interview training.
6. Team building
To build outstanding teams, we must address three main areas: Hiring, developing, and leading talent. Ensuring an employee wants to stay at the company is as important as hiring the right talent. In this competitive landscape, we must support growth and proper leadership.
At Project A, we apply a data-driven approach to assess and hire candidates based on their skills, experiences, and cultural fit. My commitment to team development ensures constant opportunities for personal and professional growth, demonstrating a leadership style that fosters a cooperative and supportive environment. Consistently focusing on the three pillars—recruitment, development, and leadership—I’m privileged to lead a dedicated, competent team that embraces challenges and strives for excellence.
The six elements described above serve as initial guidelines that will help you structure and boost your talent acquisition strategy.
In the upcoming articles, we will dive deeper into the specifics of each part, helping you accomplish your recruitment objectives and position your company as a top employer.
Meanwhile, is there a topic you would like to know more about? Let us know!