Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of
performance of and organization depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies to hire the best talent for their
organization and to utilize their resources optimally. A successful recruitment strategy should
be well planned and practical to attract more and good talent to apply in the organization.

1. Identifying and prioritizing jobs

recruitment keep arising at various levels in every organization; it is almost a
never-ending process. It is impossible to fill all the positions immediately.
Therefore, there is a need to identify the positions requiring immediate attention
and action. To maintain the quality of the recruitment activities, it is useful to
prioritize the vacancies whether to focus on all vacancies equally or focusing on
key jobs first.

2. Candidates to target
the recruitment process can be effective only if the organization completely
understands the requirements of the type of candidates that are required and will
be beneficial for the organization. This covers the following parameters as well:

o Performance level required: Different strategies are required for focusing

on hiring high performers and average performers.

o Experience level required: the strategy should be clear as to what is the

experience level required by the organization. The candidate’s experience
can range from being a fresher to experienced senior professionals.

o Category of the candidate: the strategy should clearly define the target
candidate. He/she can be from the same industry, different industry,
unemployed, top performers of the industry etc.

3. Sources of recruitment
the strategy should define various sources (external and internal) of recruitment.
Which are the sources to be used and focused for the recruitment purposes for
various positions Employee referral is one of the most effective sources of
recruitment.
4. Trained recruiters
the recruitment professionals conducting the interviews and the other recruitment
activities should be well-trained and experienced to conduct the activities. They
should also be aware of the major parameters and skills (e.g.: behavioral,
technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates

the various parameters and the ways to judge them i.e. the entire recruitment
process should be planned in advance. Like the rounds of technical interviews,
HR interviews, written tests, psychometric tests etc.
Recruitment Strategy
The recruitment strategy is a complete mix of techniques and procedures used by the
HRM Function in the recruitment and staffing area to bring value added to the
organization. The recruitment strategy can be simple or very complex and it depends on
the sector of the market, the organization lives in.

The recruitment strategy should be one for the whole organization and it should cover
internal and external recruitment in one document to show consistency and links between
these two recruitment sources. Many organizations do not distinguish between the
internal and external recruitment, but the majority of organization does.

The recruitment strategy describes the position of the organization on the job market
and finds the best ways to bring the right candidates to the organization. The recruitment
strategy clearly defines the preference of the channels to be used and it states the
relationship of the internal and external recruitment.

The recruitment strategy describes the ideal candidate. The ideal candidate has the set
of values and skills, which are requested by the organization. The salary requested is
clearly in the boundaries defined by the organization. The mindset is compatible with the
organization. The ideal candidate usually does not exist.

The recruitment strategy describes the recruitment sources used in the organization and
proposed steps to improve their performance. The pressure for the cost cutting is
expressed and the HRM Function is then monitored against these cost cutting goals.

The recruitment strategy is not just for the HRM Function. It usually gives some role
the line management as without their cooperation, the HRM Function cannot succeed in
the implementation of the recruitment strategy.
Defining recruitment strategy
The definition of the recruitment strategy must be clever enough to bring enough job
candidates to the organization. The HRM Function is responsible for the recruitment
process and the management should usually agree with the recruitment strategy of the
organization.

The definition of the recruitment strategy should be a common task of the HR Recruiters,
the HRM Management Staff and the line management to agree on the same goals. The
common team should be in place to define the recruitment strategy with the main goal in
the mind “To bring the right talents to the organization”.

The leader in the recruitment strategy defining and development has to be the HRM
Function to make sure, the recruitment strategy meets the requirements defined by the
HRM Strategy for all the sub-strategies of the HRM Function. The HRM Function should
be able to lead the effort of the defining and developing the recruitment strategy.

The HR Recruiters should bring the detailed knowledge of the job market and the
knowledge of the job candidates applying for the job positions in the organization. The
current state is very important in the definition of the recruitment strategy. The
recruitment strategy cannot be expected to change everything, it should show the current
status and the potential development for the future of the organization.

The management of the HRM Function has the role of keeping the consistency across the
whole HRM Function. The clients can define many different approaches, the HRM
Management Team has to bring the unification among the ideas.

The line management has to bring the requirements and the ideas from the business or the
rest of the organization. The definition of the recruitment strategy is not an easy task, the
line management should bring the new ideas, which can help to win the battle with the
competition.
Cost of the Recruitment
The recruitment process is not cheap for the organization. The HRM Function reports
the cost of the external recruitment agencies, but the real cost of the recruitment process
is more significant for the organization.

The visible cost of the external recruitment is about the invoices from the recruitment
agencies and external job websites, but the internal damages and costs of the vacancy can
be much higher to the organization.

The organization usually decides about the acceptable cost of the vacancy and it does not
have to be expressed, but it can be tolerated. Many organizations decide to pay a lower
salary and they accept the cost of the vacancy and the managers have to agree with that.

The organization makes a decision about the lost additional income each vacancy could
produce. This is more easy for the sales function to have a clear view about the real
damage made to the sales function, for the supporting staff the calculation is much
heavier as the other members of the team can produce almost the same result. The most
visible damage is the error rate of the team.

The organization decides by the proper setting of the compensation policy about the
potential cost of the recruitment. The organization makes a decision between the
visible cost of the external recruitment and invisible costs of the vacancy in the
organization.
Recruitment Strategy to differentiate the
position of the organization on the job
market
The Recruitment Strategy is a strategy, which is then followed by the HRM Function to
successfully hire the new hires from the internal or external job market and it defines the
approach to the competition on the job market. The role of the recruitment strategy is to
define the position of the organization on the job market and the approach toward the job
candidates. The approach of the recruitment strategy has to be consistent and attractive
for the defined group of targeted job candidates to apply for the position in the
organization.

The recruitment strategy has to be developed based on the results of the initial
recruitment analysis, which helps to uncover main gaps in the recruitment process and the
top management can understand better the whole recruitment strategy.

The recruitment strategy helps to identify the recruitment opportunities, which exist for
the organization on the job market. As the recruitment strategy is based on the
recruitment analysis, it has to go through a detailed analysis of the opportunities in
different recruitment sources and the groups of job candidates. For many organizations,
the young graduates can be the best sources of the new potential. The recruitment
opportunities cannot be discovered without a proper recruitment analysis and the
recruitment strategy should really follow the recruitment analysis.

The recruitment strategy has to uncover the potential around the organization and the
main sources of the potential candidates. The recruitment strategy has to identify the gaps
in the leadership potential in the organization and the recruitment strategy has to show the
way how to fix it. The organization can decide to recruit the unskilled staff and invest
money into their internal development or it can decide to buy the leadership potential
from the external job market and the recruitment strategy has to react to it.

The recruitment strategy has to define the recruitment process. It has to define the main
points during the selection process. The organization with the recruitment strategy to fill
all the vacancies quickly has to adapt the recruitment process to be as quick as possible,
but the recruitment strategy has show the risk of making a mistake and the potential risk
of a bad selection has to be shown to the top management to accept it.

The recruitment strategy has to define the recruitment brand of the organization on the
job market. The organization with the goal to hire a lot of young graduates has to invest a
lot of money and other resources to building a job brand name. The organization focused
on the recruitment of the more senior staff has to invest a lot of money and resources to
building relationship with the recruitment agencies and head hunting companies.
It is almost impossible to make a sample recruitment strategy, but the questions to
answer are always the same.
Q1.Do you satisfy the recruitment strategy using now in Carrefour?

Q2.Can you simply introduce the processing of recruiting in Carrefour? How long does it last?

Q3.How much cost Carrefour one year for recruiting?

Q4.What is the staff orientation or who is the potential candidate? Job-center or personal CV
which is more prefer or equal?

Q5.There is two types of recruitment source which is internal and external, so which is more
prefer when chosen staff?

Q6. How you categorize the staff type? Is that possible a general staff become an executive
staff?

Q7. There is no such thing like 100% successful recruiting, so there must be some problem
caused by the strategy?

Q8. Can you talk about your experiments in the recruiting?