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Strategic recruitment goes much further than publishing a few ads and hoping they reach the right candidate. It’s a complete strategy that springs from the company’s objectives to find the best candidates, not only in terms of technical skills but also soft skills.

More than looking to fill a position, it means finding a person who will help your business grow for many years to come. Here are 11 important aspects of building a strategic recruitment plan.

Evaluate What Is Currently Done

Start by listing all that goes into recruiting new people: the steps, the process, the channels that are used, etc. List everything from the very beginning of the process to the hiring process and initial training.

Also, list every challenge or friction point for potential employees. These can be practical, such as the absence of public transport to the office. Analyze strategic aspects, like if the channels used are optimal to join ideal candidates. At this step, it’s also important to use real data. How much time does it take to find someone? What is the global cost of hiring?

The interview process needs to be assessed. How many steps are there? How long does it take? Are the soft skills correctly evaluated?

By creating a clear portrait of the current recruitment process, you’ll be able to optimize it and make it more strategic.

Identify Clear Goals and Needs

There should be precise recruitment goals that reflect the current company’s needs. This can cover different scopes. First, knowing how many people need to be hired and the type of profiles needed is fundamental.

Ideally, this would go further than the needs right now and be intertwined with the business strategy. If you want to double the operation within a few years, you’ll need to plan on hiring more people. If you want to focus on more social media marketing efforts, you’ll need to hire someone with the right marketing background.

You could also have goals regarding the process in itself: make it less time-consuming, more cost-effective, more efficient and precise, etc.

Pinpoint the Target

Just like for publicity, the idea here is to understand who the ideal candidate is. Where are you more likely to find them? How to reach them? Identify their needs and what the competition is offering. If you need to fill different roles, you’re likely to need more than one strategy.

Set Time and Budget Limits

To be strategic, there should be a limit in terms of time and budget set to find a candidate. Technically, looking for the perfect unicorn could take months and months, but investing such resources might not be worth it. Make sure the limit is realistic compared to the type of profile you need and how rare they are on the job market.

Automate What You Can

Today, more than ever, it’s easy to automate certain processes. How much human involvement you need is a matter of preferences and resources. However, even if you aren’t a fan of AI, many things can be automated, such as setting up interviews or automatic email acknowledgements.

Curate a Strong Brand

Some companies have such good branding and reputation that candidates will reach out and apply, even if there is no current opening. This shows the power of company culture. Make sure your business is attractive to the right candidates. It’s a long-term strategy but an effective one.

Multiply Channels

It’s a well-known concept in communication that for a message to be understood, people need to see it on multiple channels. These principles also apply to a job offer so make sure to have it posted on multiple channels. It doesn’t have to be fancy, but having a section on your website, an ad on a popular job board and a post on your social media will boost your visibility and enhance your chance of finding the ideal person. Make sure the channel is pertinent to the type of candidate you are looking for, and don’t hesitate to think outside the box.

Have a Referencing Program

Creating a reference system is also a smart strategy that directly involves your employees. You can simply encourage your team to share any new job offers you have, but you can also propose direct benefits. For example, you could offer a bonus to anyone who refers someone who is then hired by the company. If pertinent, such initiatives can be sporadic or ongoing.

Craft a Solid Value Proposition

Any job offer has to be valuable to the right candidate. Listing the task and expectations is important, but make sure the perks and benefits you provide are also mentioned. In many cases, clearly stating the salary bracket shows transparency, which helps build trust with potential employees.

Refine the Ongoing Pipeline

Whether you tend to receive resumes regularly or not, it’s important to have an efficient pipeline. Make sure your system for receiving, analyzing, categorizing and storing candidates’ information is functioning adequately. This can help you look for potential employees or even freelancers when needed.

Validate the Strategy With a Professional

A complete strategic recruitment plan can be complex, and having outside feedback can be extremely beneficial. A consultant can help you find friction points, identify new ways to optimize budgets, suggest specific tools, etc.

Smart Recruiting for Sustainable Growth

A well-thought-out strategic recruitment process goes beyond simply filling vacant positions—it aligns with a long-term vision that supports your company’s growth and stability. By structuring your hiring around your objectives, you optimize each recruitment and build a high performing, engaged team.

Want to take it a step further and refine your approach? Our experts are here to help you implement a customized recruitment strategy. Contact us today to turn your hiring process into a powerful driver of success.