10 KEY STEPS FOR AN EFFECTIVE HIRING STRATEGY

Posted on 12th March 2024

Creating an effective hiring strategy is crucial for any organisation aiming to attract top talent and build a high-performing team, particularly in today’s challenging hiring landscape! A well-thought-out hiring strategy takes an in-depth approach to sourcing, assessing, and retaining the right candidates to build long-term success and growth. Here are 10 of our essential steps to guide you in developing a hiring strategy that’s guaranteed to enhance your hiring process.

1. DEFINE YOUR HIRING NEEDS

Before diving into the recruitment process, identify the specific skills, qualifications, and experience required for vacant positions. Work with other departments to gain insights into the skills that’ll contribute to the success of the team and align with organisational goals. It’s also vital to look at long term considerations such as what talent needs to be hired over the next several years, what is your plan if you experience a sudden burst in growth etc.

2. DEFINING YOUR RECRUITMENT GOALS

Aside from simply filing a set vacancy, ask yourself what your business’s overall hiring goals are. This might include areas such as improving diversity within your team, reducing the cost or the time taken to hire, improving long-term employee retention, improving the overall recruitment processes and minimising repetitive admin related to hiring processes.

3. DEFINE YOUR CORPORATE CULTURE

One effective way to identify your current corporate culture is to closely assess your existing workplace dynamics. This can include daily staff interactions, their communication styles and the overall atmosphere within the organisation. Engaging in open conversations with employees at all levels, through surveys or focus groups, can provide valuable insights into shared beliefs, values, and traditions.

4. DEVELOP AN EMPLOYER BRAND

A strong employer brand attracts top talent and builds an excellent wider perception of your business. You can effectively communicate your company’s values, culture, and benefits through various channels. This can include your website, social media, and employee testimonials. A compelling employer brand can differentiate your organisation and make it stand out in a highly competitive market.

5. ASSESS THE CANDIDATE EXPERIENCE

It’s important to balance the need to thoroughly vet candidates with the reality that an unclear or overly-complex recruitment process can drive candidates away. Aim to communicate promptly with candidates, provide constructive feedback, and keep candidates informed throughout the process.

6. EXPAND THE CANDIDATE EXPERIENCE

A comprehensive on-boarding process should start before the employee’s first day, with clear communication about expectations, required documentation, and an introduction to the company culture. Providing a warm welcome on the first day, including a tour of the workplace, introductions to team members, and a well-structured orientation session is also hugely beneficial.

7. IMPLEMENT A STRUCTURED INTERVIEW PROCESS

It’s a great idea to train interviewers on effective questioning techniques and ensure that there is consistency in how candidates are assessed. Interviews can be complemented with skill assessments or practical tests to accurately gauge a candidate’s abilities. This step adds an objective layer to the evaluation process and will helps you identify candidates who possess the precise required skills.

8. OFFER COMPETITIVE COMPENSATION AND BENEFITS

Ensure your compensation packages remain competitive within your industry to attract and retain top talent. Consider offering attractive benefits and perks that align with the needs and expectations of your target candidates. This can include providing clear home-working and flexible-working policies.

9. ASSESS UTILISING INTERNAL CANDIDATES

Businesses should establish clear communication channels that encourage employees to express their career aspirations. Regular performance reviews and skill assessments can help identify existing talent within your current team. When specific positions become available, businesses should actively consider internal candidates, recognising their institutional knowledge, cultural fit, and proven loyalty.

10. CONTINUE ASSESSING THE HIRING STRATEGY ITSELF

The defining properties of an excellent hiring strategy will not remain instant year after year. Once the hiring strategy has taken shape, it’s important to review the process itself and key intervals to ensure various changing conditions are taken into account. The could include new technology and working practices, changes in demand for certain employee benefits etc.