For any businesses to find success in recruitment efforts, they first must have a recruitment strategy from which the talent acquisition team follows. 

Believe it or not, many businesses do not have a recruitment strategy in place. Others may be loosely following the framework of a recruitment strategy without even knowing it. Many others do have a strategy in place, but created it years ago. Their industry, and certainly the entire economy, have likely since evolved or been forced into another direction.

Defining a recruitment strategy and, even more importantly, revisiting it to judge its effectiveness will help your business succeed with recruitment efforts and stop wasting time, energy, and resources. An outdated recruitment strategy is no strategy at all, so keeping it up to date with the times is crucial to bring on top talent as efficiently and consistently as possible.

In this article, we are going to cover why it’s important to have a defined recruitment strategy in the first place and how reevaluating its merits is just as important as implementing the strategy in the first place.

Does Your Business Have A Recruitment Strategy?

To clarify what a recruitment strategy is, Indeed defines a recruitment strategy as, “a plan of action to help you successfully identify, attract, and hire the best candidates for your open roles.” If your business has a well-developed recruitment strategy, it will not be blindly researching, contacting, and soliciting candidate attention for job roles. 

There is a framework that guides all associated efforts of recruitment when a successful recruitment strategy is implemented in a business. If you’re not sure if there are protocols and a defined recruitment strategy within your organization, it may not exist at all. 

How To Develop A Successful Recruitment Strategy 

Each company is going to have their own procedures, techniques, and preferences incorporated into the larger framework of the overall recruitment strategy. 

Each business will NOT have the same recruitment strategy. Overall strategies should be unique as companies themselves. However, there are some fundamental components to every recruitment strategy in 2020 that should be included to create more hiring opportunities. 

These components can be better-defined by running your recruitment department through some exercises and questions, such as: 


  • What are your hiring objectives?


What are your hiring goals? What positions do have the most turnover and need the most applicants? What are the business’ hiring goals for the next quarter, year, the next three years? Are these goals based on data, or are they abstract?  


  • What is the company message?


What are the core values that your talent acquisition team is presenting to all candidates? How is employer branding being represented? What types of individuals align with the company values? How do we create uniformity of messaging across the entire recruitment process?


  • How will we reach the targeted audience?


How will the recruitment teams reach the ideal candidates? Will online job posts be optimized for Google for Jobs for better visibility? 

Will there be a social media recruitment campaign? Will the talent acquisition team participate in networking at live events and job fairs?

There are critical questions to begin evaluating or reevaluating as talent acquisition teams put in man-hours to meet company goals. And how every company answers these questions are what will make their recruitment strategies unique.

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Reevaluating Your Recruitment Strategy

How recently has your business reevaluated the current recruitment strategy? To keep your recruitment strategy fresh, relevant, and effective it must consistently be measured and evaluated for results. Continuous evaluation is a cost-saving effort that can yield better hiring results.

For example, Vanguard and Facebook are renowned for the continuously evolving recruitment strategies, specifically for college campus recruitment efforts. Vanguard and Facebook looked at their collected data and discovered trends. These trends included which universities responded best to the recruitment efforts and yielded the most hires, where the most productive employees came from, and which campuses had the most retained employees.

From this data, Facebook and Vanguard optimized their recruitment strategies to increase recruiting presence at schools that they had more hiring success with and reduce budget and efforts at universities that were not producing as many appropriate job candidates.  

Recruiting Strategies Post-COVID

Recruiting strategies and practices have been forced to be quickly adaptable and more agile since the onset of the COVID-19 global pandemic. More and more of the workforce is working from home and prefer to work from home. It’s time your recruiting strategies reflect the remote worker benefits and policies. 

A business’ recruiting strategy in the latter half of 2020 must highlight the realities of recruiting in a world that is mostly sheltering in place. Recruitment strategies should now include a greater focus on virtual events and online opportunities to recruit candidates.

Virtual career fairs have seen a dramatic uptick in popularity in the post-covid world, and it’s a perfect opportunity to introduce candidates to your business while all parties stay safe. 

Recruiting strategies can now account for expanding to larger geographic territories, as remote work has given companies larger talent pools to recruit from.

“More than 90 million people in the U.S. have jobs that can be performed remotely,” said Ken Robinson, Market Research Manager at Motus. “Leveraging that flexibility broadens the talent pool and creates significant savings for employers in high-cost areas”

Even virtual reality recruitment tools have been developed and used to give job candidates digital experiences at corporate campuses and even begin job training virtually. 

Google for Jobs: A Powerful Piece of Recruitment Strategy 

73% of all online job searches start with Google. It’s an incredibly powerful tool, and hiring with Google should be a component of your recruitment strategy. 

When job posts are optimized for Google for Jobs, not only does it significantly increase the likelihood of job post visibility, it allows job posts to be consistently updated with the most accurate information regarding specific details that jobseekers desire. 

To learn more about how Google for Jobs can work to provide your business with a healthier flow of desirable candidates, please reach out.

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