How should a recruitment strategy be designed? 6 points to keep in mind

In the era of the new normal, changes continue to occur in various scenes such as lifestyles and work environments. Many companies are forced to review their recruitment strategies in line with such changes in the times.

In the future, we will develop a comprehensive recruitment strategy by understanding new trends that cannot be captured by conventional recruitment strategies, such as changes in new graduate recruitment schedules, grasping the latest market trends, remote interviews and the use of SNS. Building is important.

Therefore, in this article, we will introduce the points of recruitment strategies that are not affected by changes in the times.

recruitment strategy

Table of Contents

What is a recruitment strategy?

What is a recruitment strategy?

Recruitment strategy refers to the strategy for hiring personnel who have the capabilities required by the company and match the culture of the company in order to promote the business. Recruiting is not just about creating job descriptions and conducting interviews.

What is the position that is currently lacking for your company? What is the ideal person for that position? It sets the flow. In order to create an appropriate recruitment strategy, it is necessary to firmly recognize the purpose and importance of what procedures should be configured.

The difficulty of “recruiting people” has not changed in the past, but with the declining birthrate and aging population, the number of opportunities to meet face-to-face has decreased dramatically, and the difficulty is likely to increase. That’s why you have to challenge recruitment activities with more strategy.

Use marketing frameworks in preparation

So where should you start when it comes to actually developing a recruiting strategy? First, clarify your purpose. Hiring people is a means, not an end. Let’s confirm with the management and relevant departments ” why you have to hire (what is the current situation of your company and why is there a shortage of this position)”.

Once you have a clear understanding of your objectives, you are ready to begin strategic design. At that time, it will be possible to proceed smoothly if you use the marketing framework that is circulating in the world. Recruiting and marketing have a lot in common.

Here are three frameworks you can use when developing your hiring strategy.

1. 3C Analysis

3C analysis is commonly used in marketing strategy design, but it can also be applied to recruitment strategies. Let’s analyze the environment surrounding your company from the perspective of the “three C’s”: “Company”, “Competitor”, and “Customer” (job seekers/candidates here).

Analyze the needs and values ​​required of your company by putting yourself in the position of candidates and job seekers, not just your company. In addition, by objectively analyzing the points of differentiation of our company compared to our competitors, we will clarify what kind of response we should take.

2. SWOT analysis

SWOT analysis is also a familiar framework in marketing, but let’s apply it to recruitment. Let’s analyze “Strength”, “Weakness”, “Opportunity”, and “Threat” in the recruitment market of your company.

It is important not only to emphasize your strengths, but also to be aware of and understand your weaknesses. In addition, understanding the threats that can be considered as risks (entry of major companies, improvement of welfare benefits of competitors, etc.) is an important point in designing a recruitment strategy.

3. Persona design

“Persona” in the context of marketing refers to “a picture of an ideal, fictitious customer for your company.” Name, age, address, family structure, hobbies, values, behavior patterns, etc., are set in detail to the level at which the persona actually exists and can be recognized.

“This persona looks at his Facebook timeline when commuting to work and uses Twitter during his lunch break. It will be easier for you to visualize how you should approach your channel.

6 steps to follow when designing a hiring strategy

6 steps to follow when designing a hiring strategy

Here are some basic steps to keep in mind when designing a recruiting strategy. Of course, the requirements are different for each company, so please refer to this and try to flesh it out according to your company.

  1. Clarify your hiring goals
  2. Create a hiring plan
  3. Design a recruitment flow
  4. Decide how to manage recruitment
  5. Select media to use
  6. Obtain an internal agreement for hiring

Below we discuss each phase.

1. Clarify your hiring goals

This overlaps with the previous preparation items, but first, understand the purpose and goal. Recruitment goals are directly linked to management strategy, so it is necessary to know the current situation of your company in order to fully understand it.

example)

  • What is the current gap between business goals and reality?
  • Can the gap be resolved by increasing the number of human resources?
  • What kind of personnel can be expected to fill the gap?

If you design a recruitment strategy after confirming these points with the management, you should not deviate greatly from the purpose.

2. Create a hiring plan

Let’s make an overall hiring schedule by when and how many people will be hired. At this stage, too, cooperation with management is necessary.

example)

  • How much sales do you anticipate by when?
  • The number of employees assumed for that management strategy is
  • In order to advance the management strategy without delay, by when, in which department, and how many people do you need to hire?

Basically, we will create a schedule according to the management strategy as a premise. However, it is natural that there are many things that do not go according to the schedule, so let’s discuss with the management about what to do in case of delays.

3. Design a hiring flow

Next, let’s design a rough recruitment flow. If you are hiring both new graduates and mid-career recruits, consider them separately because the flow is very different. Here, let’s decide whether to include written tests and diagnosis, and which employees will be involved in each selection.

4. Decide how to manage recruitment

Next, decide how you want to manage applicant information. When using multiple recruitment media, it is best to plan in advance where to aggregate and how to make it easier to understand the selection progress of each applicant.

When the number of applicants increases and multiple selections are going on at the same time, it gradually becomes confusing, delays in contacting applicants, insufficient information sharing with interviewers, and time for interviews. I can’t make the most of it. If you want to manage recruitment smoothly, it would be one way to consider introducing an employment management system (ATS: Applicant Tracking System) that can temporarily manage the process from application to hiring.

5. Determine your medium and approach strategy

In order to reach your company’s target, think about what kind of medium and what kind of message should be put out. There are various means such as web advertisement, Hello Work, job site, owned media, SNS, etc.

Considering the target, budget, and resources to be avoided in recruiting activities, select the appropriate media for your current company, and determine what kind of angle you will use to transmit information. The results of the 3C analysis and SWOT analysis explained in the preparation section should be useful here.

6. Get an internal agreement to hire

Recruiters are not the only people involved in recruitment. Let’s share information about recruitment in advance with employees who participate in the selection flow, such as representatives, executives, managers, and on-site personnel.

Recruitment strategies will be more successful if the recruiter clearly communicates what kind of message they want to convey to applicants and what kind of situation they want applicants to be in, and if everyone involved has a common understanding. It will get easier.

Let’s incorporate the idea of ​​”inbound” into the recruitment strategy

Incorporate marketing thinking into your hiring strategy

Our company, HubSpot, advocates the idea of ​​”inbound” to send out content that attracts the interest of prospective users and naturally attract them to build relationships. Recommended.

Now that the difficulty of hiring is increasing in the seller’s market, isn’t it best to aim for a situation where you can attract interest and apply instead of approaching the target layer unilaterally?

“Inbound Recruiting” is designed with applicants as the starting point

At the core of the inbound philosophy is the idea of ​​”delivering value from us before receiving value from the other party.” Inbound recruiting should also be done with the premise that “the company will first provide useful information and a good experience to applicants.”

Recruitment activities tend to prioritize your company’s convenience. There are also cases where you think you are in a position to “choose” applicants.

Recruitment is essentially a process of “confirming the degree of matching between companies and applicants”, and both are in a position to choose and are equal. And if you want to implement a recruitment strategy based on inbound recruiting to attract target applicants, it is necessary for the company to come to an understanding of the applicant and design a recruitment strategy from the applicant’s point of view. there is.

While there are various approaches, such as your company’s business, culture, and welfare program, what should be the main axis to attract the attention of the target? At the time of selection, with whom and how to communicate with employees to deepen engagement.

Let’s design everything from the applicant’s point of view, such as key message settings and recruitment flow.

Develop strategies that benefit both your company and applicants

An important point in recruiting strategy is to clarify the image of the person you are looking for and to keep thinking about how to provide the best experience for that target. There is no absolute solution to what kind of regime is best for the target. Communicate with applicants and keep looking for ways to improve your hiring strategy.

Also, don’t forget to follow up with applicants who weren’t hired. Try to conduct recruitment activities that will make people think, “I’m glad I applied,” or, “I didn’t get a job, but it was a good company.” Based on that idea, it should benefit recruitment activities in the medium to long term.

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