This document outlines a recruitment strategy and implementation plan for Sampleorg. It aims to 1) make hiring more efficient, 2) improve recruitment and retention, 3) use technology to enhance the employer brand, and 4) actively market Sampleorg as a desirable employer. Key elements include streamlining the recruitment process, developing clear job specifications, using LinkedIn and Taleo to widen the talent pool and automate hiring, conducting exit interviews and surveys to gather feedback, and participating in job fairs. The strategy also provides guidelines for measuring success through metrics like time to fill vacancies, staff turnover, and salary benchmarking.

1. Rozalyn Willocks
February 2012
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2. Recruitment strategy
Get the right people in the right position at the right
time with the right skills to perform the right role in a
short lead time without paying agency fees
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3. Employer of choice
 Implement strategies to attract talented employees;
 Retain employees by enhancing the work environment
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and creating a culture that values employees;
Invest in employees‟ professional development and
growth;
Provide opportunities for all leadership staff to learn and
share best practices with each other; and
Provide opportunities for all employees to learn and
share with one
Encouraging better dialogue between employees and
management.
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4. Current challenges
 No recruitment policy or clear strategy
 Current vacancy adverts not compliant
 AV lead time – 6-12 weeks
 Agency costs 6-12k per hire
 No stat reporting
 Recruitment process not stream lined
 No job specifications
 Candidate target base too narrow
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5. Strategy
 Goal 1: Make Samepleorg hiring procedures more efficient
- Implement a clear recruitment process from vacancy to
offer
 Goal 2: Recruitment and Retention
- Measure & evaluate recruitment activities to determine
effectiveness & ROI of resources
 Goal 3: Use technology to raise Sampleorg's‟s employer brand
- Utilise Taleo to stream line recruitment process
- Send text messages and/or email alerts about job
openings
- Enhance the “jobs” page on the company‟s website
- Participate on social networking websites Linked In
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6.  Goal 4: Actively market Samepleorg as a desirable employer
- Identify and participate in recruitment opportunities i.e. job
fairs
- Improve job opportunity announcements (simplify, clarify job
descriptions/specifications; “sell” the position.)
- List classifications used, minimum qualifications, testing info
and vacancies on websites
- Introduce Exit interviews & „New Employee Survey‟ data to
help direct recruitment
- Develop a recruitment e-brochure, portfolio, or a series of
brochures to market Samepleorg job opportunities
- Develop a e-publication that provides career development
information and promotional paths (i.e., ”career ladders”)
- Create mentoring and job rotations programs to improve
employee retention levels
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7. Measuring success
 New Employee Survey – evaluate recruitment process – results shared with
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HR, AM, European Recruiter & Management
Monitor Headcount, probation end dates, staff turnover, performance issues; and
demographics of new hires (e.g., years of experience; level of education).
Lead time Vacancy to offer - the number of days to fill vacancies
Wastage analysis - % of workforce which leaves in a year.
Stability analysis - % of workforce that stays in their current jobs across a year
Cohort analysis - % of a cohort that stays in their current job across a year.
Internal promotion analysis – number of people in each group of staff who are
promoted internally over a year
Forecasting external supply - national/international labour markets
Agency rates, Cost per hire, revenue per full-time employee
Salary bench marking
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8. Implement
 Implement recruitment and retention policy & strategy
 Implement transparent & efficient recruitment process
 Clarify competences
 Devise job specifications
 Widen talent pool – social networking
 Robust recruitment tool - Taleo
 Build networks - online groups, universalities, job fairs
 Introduce exit interviews & New starter surveys
 Bench mark salaries against market & competitors
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9. Linked In
 World‟s largest professional network with over 120
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million members and growing.
Connects to broader network of contacts to
exchange knowledge, ideas, and opportunities.
Advertise career opportunities to wider talent
audience
Build database of talent and networks
Company page
Links to Taleo
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10. Taleo
 Using high performer profile information to target top candidates.
 Reaching the right candidates easily with tailored career sites.
 Connecting to social networks like Face book and LinkedIn.
 Making recruiters and Account Managers more effective with intuitive
recruiting tools (Screening & Assessments Interview & Offer
Management Reporting & Analytics, Anywhere Anytime
Recruiting, Social Sourcing Employment Branding & Career Sites
Proven Integration Precision Matching Applicant Tracking &
Compliance)
 Enabling direct access to Taleo through email and mobile devices.
 Selecting the best candidates using multi-tiered screening and
assessments.
 Seamlessly on boarding new hires and getting them productive
faster.
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11. Benefits
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Improved succession planning
Forecast future demand
Identify skills gaps
Vacancy to offer lead time shorter
Agency fee saving
Wider talent pool
Diversity monitoring
Better record keeping & stat monitoring
Best practise and compliant
More stream lined
Improved retention
Competitive advantage
Employer brand
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