Recruitment Strategy

and Recruitment Plan

7 Recruitment Strategies to
Improve Your Hiring Process

2
1. Develop a clear
employer brand
An important strategy for
your recruiting process
relies on your employer
brand. Your employer
brand is what will set you
apart from other hiring
companies and show
candidates why they
should work for you.
2. Optimize
Your Career
Page
Having a well-crafted careers page is
non-negotiable. It really is an
essential element of every
recruitment strategy for a few
reasons. First, candidates expect to
find a careers page on your website.
Second, it’s a great resource to
promote open roles, share content
and provide information on the
company’s mission, culture and
benefits.
3. Share Company
Culture on Social
Social media recruiting
is still very much alive
and well. Here are a
few companies that
have leveraged social
media as a way to
attract passive
candidates on the
platforms they spend
the most time on.
4. Create an employee referral
5. Improving the Hiring Process
with Data and Metrics
How to Build a Recruitment Plan – Nine Fool-
Proof Steps to Make Better Hires, Faster
What is a recruitment plan?
A recruitment plan is a properly defined strategy for attracting,
hiring, and onboarding the right talent. A strategic recruitment plan
will typically cover:
• Your recruitment goals
• Headcount planning
• Ideal candidate profiles
• Your employee value proposition
• Your recruitment marketing strategy
• Your selection process
• Your onboarding process
• Tools and technology
• Your recruitment budget
A well thought through recruitment plan
will:
 Save you time + Ensure you make the best use of your
recruitment budget
 Help you make better hiring decisions
 Make sure your recruitment objectives are aligned to
broader company objectives
 Ensure your recruiters and hiring teams are working to
the same common goals
 Focus your efforts on building the right talent pipeline
 Help you secure the budget you need to hit your goals
1. Define your goals
The first step to creating your recruitment plan is to get clear on
your recruitment goals. It’s all about high level goals at this point.

Whilst every organization is different, some of the common goals

we see amongst our clients include:
• Growing headcount
• Improving diversity
• Reducing the cost of making a new hire
• Reducing the time taken to make a new hire
• Streamlining recruitment processes and reducing repetitive
admin
• Empowering hiring managers to be more involved in the
hiring process
• Improving employee retention
• Becoming less reliant on external recruiters
• Building a stronger talent pipeline
2. Forecast future hiring
needs
Now that you have some high-
level goals in place, it’s important
to get a feel for the number of
roles you’re going to need to hire
over the next 12 months.

Whilst this will never be 100%

accurate, the aim is to make a
sensible prediction so that (1) you
can start attracting and nurturing
the right talent proactively and (2)
you can plan your approach and
budget effectively.