The recruitment strategy is the important document, which drives all recruitment related processes in the organization. The company has to define a clear recruitment strategy, as it wins the best talents available on the job market.

1. Recruitment Strategy
HR Management
CREATIVE HRM
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2. Recruitment:
Issues? Shortages? What?
• The market is short of qualified and experienced employees
(demand does not match with the offer)
• Young talents are not loyal with the organization; they want to mix
career with their free time activities; they prefer being hired for the
interesting projects
• The critical roles are not filled within the reasonable time, and the
company realizes financial losses or limits its growth
• The organization fights for talents, and its under a pressure to offer
highly competitive packages.
• The organization does not use the power of the internal recruitment;
it prefers external candidates
• The costs of recruitment are huge, and top management wants a
significant cost cut.
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3. Recruitment Strategy
Processes and Strategy before Job Postings
CREATIVE HRM
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4. Recruitment Strategy:
What is it about?
• The recruitment strategy connects all important recruitment
components and HR components, as the organization realizes its
strategic goals
• The recruitment strategy defines the unique mix of:
– Position of the organization on the job market
– Recruitment Channels to be used for attracting candidates
– Recruitment Style of the Organization
– Differentiators from Competitors on the job market
– Recruitment Processes and Procedures
– Recruitment Metrics
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5. Recruitment Strategy:
Benefits?
• The recruitment strategy:
– Allows the organization to staff vacancies using the optimum mix of
channels, processes and adverts
– Allows to optimize the recruitment costs by utilizing channels and
processes, which contribute most
– Differentiates the organization from competitors and help building the
position of the employer of the first choice
– Identifies critical internal resources and builds the critical momentum for
the retention programs
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6. Recruitment Strategy:
Key Areas to Address
Business
Strategy
Recruitment
HR Strategy
Processes
Recruitment
Strategy
External Gap
Market Analysis
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7. Recruitment Strategy:
Business Strategy
• The business strategy is a key document, which drives everything in
the organization
• The recruitment strategy has to reflect:
– Strategic growth areas
– Plans for new products and services introduction
– Estimated development of the workforce
– Geography and future plans of the company
– Costs allocated to employees and the growth of employee related costs
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8. Recruitment Strategy:
HR Strategy
• HR Strategy governs the HR Management approach in the
organization.
• HR Strategy defines key initiatives for HR employees and sets
priorities and goals.
• The recruitment strategy has to follow:
– Ideal candidates profiles
– Requirements to be included in the recruitment process
– Corporate culture visible in the job advertisement
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9. Recruitment Strategy:
Gap Analysis
• The recruitment strategy has to analyze the current organization and
all gaps in the staffing area
• Most organizations do not have the optimum composition of the
workforce; the recruitment strategy has to address this issue
• The gap analysis in the recruitment strategy:
– Identifies critical and missing roles in the organization
– Formulates the tactics for the recruitment of critical roles for the
company
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10. Recruitment Strategy:
External Job Market
• The recruitment strategy has to define the right mix of different
recruitment tools, as the organization succeeds in the job market
competition
• The recruitment strategy defines:
– Techniques and tools for the recruitment of young talents with no
previous experience
– Strategies for the recruitment of experienced professionals
– Competitive advantage in the recruitment area
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11. Recruitment Strategy:
Recruitment Processes
• The recruitment strategy defines the basic recruitment processes
and procedures
• The strategy defines the recruitment metrics to be used for the
measurement of the performance of recruiters and other employees
involved
• The recruitment processes are important, because:
– Managers have to be trained in job interviewing
– The organization has to define the common approach and each job
interview should follow the defined standard by Human Resources
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12. Thank You
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