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Recruiting practices used to effectively and efficiently fill job positions have evolved significantly over the last decade. “Talent Acquisition”, for example, is a term used to illustrate a more targeted approach that focuses on attracting key talent and how it should be linked with the flow of the talent management cycle. Another is “Workforce Access”, to cast a wider net and enable organizations to more intentionally take advantage of technologies and the full workforce ecosystem, including temporary workers, the gig economy, and even the crowd. All of these concepts and practices come together and are still being referred to as “Recruiting”.
Full Recruiting Cycle
Recruiting Strategy & Sourcing covers the practices that correspond to setting up the strategy, preparing job profiles and recruiting campaigns, as well as sourcing and attracting adequate prospects who might be interested in the specific job and what the company has to offer. When considering the full recruiting cycle, subsequent stages addressed separately include conducting candidate screening and selection activities, together with producing offers for the desired candidate(s) and closing the loop with both the finalist(s) accepting the hiring offer and those who might have been rejected along the process.
The recruiting strategy aligns with and supports the business strategy. It lays out plans for the number of people to engage within a set time horizon and their specific capabilities needed, as well as the approaches for how to attract them. Sourcing includes the places and groups, physical or virtual, where prospective talent can be found and engaged. A good recruiting strategy includes sourcing both internal and external resources.
People is the most important enabler for any organization. Finding and attracting the right talent is not always easy, especially in highly specialized or competitive industries. Often companies compete for talent across industries and geographies given a shorter talent supply and increased job opportunities further facilitated by hybrid work arrangements.
Having a clear and sound, yet flexible recruiting strategy with multiple sourcing channels is key to allowing the organization to efficiently access the right people and capabilities needed to achieve business traction, operational continuity, and remain competitive.
Establishing a periodical process to maintain a recruitment plan in line with immediate and future business needs.
Effective job profiles ensure key requirements are appropriately communicated for preliminary alignment of applicants as well as selling the company and position to prospective candidates.
A comprehensive approach to sourcing provides the company access to highly diverse sources of talent.
Launching effective recruiting campaigns to target and attract highly aligned candidates for job positions in collaboration with the business.