Recruitment is a critical aspect of any organization’s growth and success. To achieve this, aligning your recruitment strategy with your growth objectives is paramount.

Understanding the challenges of growth and identifying the specific roles needed to achieve your goals is the foundation of a successful recruitment strategy.

In this article, we will explore recruitment strategies and best practices that can help you attract the right talent to drive your organization forward.

What is a recruitment strategy?

Recruitment strategy is fundamentally about aligning with your organization’s growth challenges and identifying the talent needed to achieve your growth objectives. It commences by understanding the challenges faced by hiring managers and their growth goals.

In essence, the initial step involves outlining the qualifications and characteristics required for the recruitment of suitable candidates. This profile becomes a crucial starting point for a successful recruitment strategy and a set of characteristics that will make it possible to recruit this or that person.

The three main recruitment strategies:

In the realm of recruitment strategy, the core concept revolves around the ability to reflect on how to effectively identify desired profiles once they have been clearly defined.

When it comes to the strategies themselves, there are various channels available to successfully reach these candidates. In reality, there are three distinct channels, each offering its unique value and opportunities:

  • Exploiting the managers’/ higher-ups’ networks
  • Inbound sourcing
  • Outbound sourcing

Channel 1: Exploiting the company’s networks

Here, it’s all about soliciting the hiring managers in your company and engaging their networks, involving them in the recruitment process right from the sourcing stage.

Think of this channel as a mid-to-long-term strategy since you need to build relationships and loyalty based on trust.

Channel 2: Inbound Sourcing

The second channel is the inbound strategy. In this approach, you focus on various tactics that can be implemented either in the long term or as part of a broader strategy.

Additionally, there is a comprehensive strategy associated with employer branding. This involves establishing a brand’s presence on various platforms, such as LinkedIn, Facebook, Twitter, or other channels where people express interest.

It’s about connecting with potential candidates where they are most active and engaged. This makes it somewhat of a long-term strategy as you need to build a consistent presence in order to attract the most desirable profiles.

Channel 3: Outbound Sourcing

This strategy focuses on how to proactively approach and engage potential candidates once you’ve identified your growth objectives and the specific profiles you aim to recruit.

It involves implementing a direct approach, often referred to as “sourcing,” where you leverage the right channels for candidate identification and outreach.

So, the outbound strategy is all about a systematic and strategic approach to identifying, engaging, and building relationships with potential candidates, starting with effective candidate sourcing and culminating in impactful outreach messages that drive responses.

Combining the strategies

The idea behind all these three strategies is not to use each of them separately or focus on one more than the others. Rather, it’s to consider how you can make each one complement and enhance the others.

You almost always want to make the most of your colleague’s LinkedIn network (and general network as well). It is also crucial to devise strategies that integrate both inbound and outbound approaches.

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The essence of this approach is to view these strategies as part of a holistic recruitment ecosystem, where each component contributes to the overall success.

This leads to a more efficient and effective recruitment process that not only identifies top candidates but also builds strong connections with them, ultimately leading to successful hires.

How to set up a recruitment strategy?

Now that you have an idea about the different channels you can use for recruitment, it’s time to devise a holistic strategy.

The process itself is quite simple, think of it as a prospecting campaign:

  • Define your goals
  • Define your ICP
  • Create a scorecard
  • Align the whole thing with your hiring manager

Step 1. Define Your Goals and Needs

The first step in developing a recruitment strategy is to clearly define your hiring needs. As a recruiter, your task is to conduct interviews with hiring managers to understand the specific characteristics and qualifications required for the role.

There are two key aspects to consider in this phase:

a. Candidate Unique Value Proposition (CUVP)

Here you need to understand what unique elements will attract candidates to your organization.

You then identify differentiators in your approach, job description, mission, and team collaboration.

Lastly, you create a template for the Candidate Unique Value Proposition (CUVP) to effectively communicate these elements to potential candidates.

b. Ideal Candidate Profile (ICP)

Once you understand the unique elements of the role, you need to create an Ideal Candidate Profile (ICP), which is a comprehensive description of the ideal candidate:

  • Develop a set of characteristics that define a qualified candidate for the job: This includes both technical and soft skills, along with any certifications or education requirements.
  • Utilize the insights gained from the CUVP to inform the ICP.

Step 2. Create a Scorecard

Once you have a clear understanding of the candidate requirements, the next step is to well… score your lead! (The prospecting analogy never ends, it really is the same). 😅

The scorecard is a tool that allows you to assess and rank candidates based on specific skills and attributes. It plays a crucial role in the recruitment process:

  • Map a range of skills and qualifications on a scale of 1 to 5.
  • Include competencies and hard skills that you have established in previous steps.
  • Use the scorecard as a consistent reference point throughout the recruitment process for candidate selection.

Step 3. Align Your Strategy

Though we mentioned this in the second stage, it really deserves its own step.

In this final stage, it’s important to align your recruitment strategy with the insights gained from the CUVP and the scorecard. This alignment ensures that you are targeting the right candidates effectively.

Expert Tip:

This is the lead qualification stage of the process parallel to sales prospecting: Do they meet the criteria laid down by your CUVP and scorecard?

Step 4: Map out the next steps in your own process

Once you have defined your need and your sourcing strategy, you also need to optimize the rest of the recruitment process. This means mapping out the different steps of your process and creating interactions that are tailored to the candidates you are exchanging with.

How? Well by automating some of those pesky repeatable tasks!

Automation is great! However, at the same time, you need to make sure that the recruiter can really focus on what they do best and where they have the most impact and value, which is exchanging with candidates.

So you have many stakes when it comes to automation; do so for what can be automated but always make sure to preserve the human touch, because that is the essence of recruitment. It should never be taken over.

This is the type of approach we value most at LaGrowthMachine, and that’s why we are the only multichannel automation software that includes Voice Messages in your outreach sequences.

Ready to turbocharge your talent acquisition strategy? 🚀
Explore talent acquisition with LaGrowthMachine here!
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