Recruitment Strategy HR Management CREATIVE HRM Visit Creative HRM for more information.
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. Visit Creative HRM for more information.
Recruitment StrategyProcesses and Strategy before Job Postings CREATIVE HRM Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
Recruitment Strategy:Key Areas to Address Business Strategy Recruitment HR Strategy Processes Recruitment Strategy External Gap Market Analysis Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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 Visit Creative HRM for more information.
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