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How To Have A Successful Recruitment Campaign

Updated on June 14, 2011

Recruitment Trends Today

The prospect of having a pool of relatively qualified applicants takes a mile to accomplish. This is essentially the nature of companies that require attention to detail among their hires among them, a proficient academic background, work experience, psycholgical tests, health examinations among others. Within the hiring process, successful applicants will be offered positions after the final interview had taken place. Whether a company is involved in heavy recruiting or in the midst of a hiring freeze, a recruiting plan is the viable solution to rein in the human force figures when necessary. Plans will vary based on hiring volume and type of position being called for, but you should be able to detail a working strategy as to how you are going to recruit and fill the vacant positions. A well-defined recruiting strategy will help ensure that the right employees are in place when needed.

Use the following tips to develop a recruiting plan that would be tailor-fit to your company:

Identify Company Goals and Objectives – The first most important step is develop a defined strategy that matches the organization's vision and mission.

Create long-term and short-term plans – Having a working contingent strategy for current and future needs can lead to increased efficiencies and eliminate unexpected overhead and miscellaneous costs.

Put it in black and white – It is better to document an implemented recruiting process. Zero in on areas for improvement as this can be the basis for future innovations. Keep profiles and their respective designations or responsibilities each. This will help assess performance grade to determine how effective is the job responsibility. Ask for feedback from your superiors and the recruitment team. Streamline your efforts.

Importance of Technology – Apply HR management tools with the aid of technology and determine if they fit your needs. It would be worth investing in an online application and management system or a Web-based recruitment testing and tracking system. These electronic innovations, including the use of e-mail, make recruiting a lot more efficient minus the inconsistencies.

Identify Recruiting Pools - Creating a wide range of recruitment sources will help find qualified candidates in numerous job designations or matching profiles. Elements to consider in the recruiting mix include:

Job fairs - Job fairs are the fastest way to scout for entry level potential hires. These mass hiring activity is converged by applicants coming from various kinds of trade, skills or industry. Being able to present a company profile, long-term benefits, and job specifications enable candidates to feel confident of the job they’re applying to, thus, garnering one of the most number of applicants in the event.

Referrals - Your employees can be a great source of candidates. They know your company and what it takes to succeed in your environment. Often overlooked, employee referral programs can provide an easy and economical way to bring in new candidates.

College recruitment – On-campus recruitment includes everything from on-site job interviews and placement testing. It also involves putting up of ads and streamers within the vicinity of the campus. Again, a great way to look for entry-level potential hirees.

Print ads - Placing an ad in your local newspaper is the typical knee-jerk recruiting reflex to an open position. Make sure your job ads are targeted, descriptive and in the right publications.

Monitor Online Job Streams – Today, most job seekers apply online. Having an Web-based recruitment platform can reach thousands of applicants in a single day.

Thus, online recruiting strategy may have the following:

Resume databases – A lot of job sites have a resume database. Utilize these online job searches to proactively seek out applicants that matches your current job demand.

Professional Website - When applicants are interested in a company, they will directly apply to the company’s website to search for available job positions. Ensure that your sites recruitment section is easily accessible.

Popular Job Boards – Huge and popular online sites has a broad pool of candidates. Register to these virtual recruitment centers because the volume of job seekers that can be found on these sites would hand in a large number of responses to your job postings.

Diversity Reach - Don't put a cap on your recruitment efforts. Extend your target to diverse populations. Flood diversity groups, community organizations, and diversity websites with your job postings as well.

Build in Retention – In order to attract highly qualified candidates, promote the company’s good track record in promoting the welfare of its employees through a strong benefits and incentives program. Your efforts here should also include other perks and freebies for employee loyalty, productivity, efficiency and overall performance.

Track Performance Output – Continuous monitoring of the recruitment process will lead to a pool of good hirees. When issues are identified within the system, the team can adjust the programs accordingly. Moreover, measuring intangible metrics such as quality of hire and rate of retention must be taken into account. Other important metrics include the length of time to fulfill job demand orders and cost-per-hire. Keeping a monitor of the ups and downs of the process helps fine tune the whole recruitment program for an effective and efficient hiring system that can benefit the company as a whole.


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    • profile image


      9 years ago

      A must for HR community. Very practical and result-oriented tips.

    • BusinessTime profile image

      Sarah Kolb-Williams 

      10 years ago from Twin Cities

      Great tips! Thanks for the informative hub!


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