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Recruitment Strategy Handbook

This handbook contains tips and exercises to help you draw up a recruitment strategy for your organization. For more information contact newworldtalent@thescalagroup.co.uk. Or, we recommend you attend the CIPD's certificate programme entitled "Strategies for Recruitment and Selection." See CIPD website www.cipd.co.uk

 

Recruitment Strategy Handbook

 

Developing a Recruitment Strategy

Whatever volume of recruitment you generally have, you will be more successful at resourcing good quality candidates if you have a planned strategic approach, than if you react in an ad hoc fashion when a vacancy arises.

 

Organisations that have a planned recruitment strategy that is integrated into their resourcing and organisational strategies:-

 

Develop long-term relationships in the recruitment market and improve their use of recruitment sources. This enables them to cut the costs of recruitment, reduce the time it takes to hire and improve the quality of applicants.

 

Recruitment is seen by line managers as a key responsibility. This leads to better selection processes and better selection decisions and, consequently, fewer costly mistakes.

 

Processes select for potential and shared values. This leads to improved retention, fewer vacancies and is the basis for the development of a talent management programme that encourages development and motivation.

 

Aims of a recruitment strategy

 

  • develop an effective partnership with line managers so that you understand their needs and help them run the business ...

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People in business today want outstanding learning and development, when they need it, at a time that suits them, and delivered in a manner that fits their learning styles and preferences. Businesses need people to come to grips with new challenges quickly. There is no time for catch up and it is vital to quickly decide which strategic opportunity to take advantage of, and then be able to act quicly. This requires a deep understanding of your people, and who has the potential and the aspiration to take on a particular challenge. It requires a workforce that is constantly learning and developing in line with the business needs on the horizon.

 

For the first time, businesses have several generations working side by side in the workplace, with different styles and perspectives. The standard approach to training and development is no longer appropriate. In its place, it is vital to have a range of tools and programmes that individuals can personalise, and make their own.

 

Browse our services and our programmes to find out how we can help you.

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