Develop a sourcing strategy for
your recruitment process.
When working with a client, it's important to develop a sourcing strategy for the recruitment process and for the benefit of the client. The following approach, broken into four parts, takes you through the process of understanding your ideal candidate, building a sourcing map, reviewing the employee value proposition (EVP) and, after the previous requirements are met, designing the recruitment strategy for the client.
Firstly understand exactly where your client is, at this very moment in time when it comes to what they want to achieve as a business, what the market perception of them is as an employer and what their employees think of working there.
You can do this by answering these answers three questions:
(1) What are your business objectives?
- So over the next 2-3-5 years what is the organistion looking to achieve and how will resourcing support the business achieving those objectives?
(2) What is your employer brand?
- The employer brand is the perception in the market of what it's like to work for your organisation
(3) What is your employee value proposition?
- The employee value proposition or EVP is the 'why'. Why do your employees like working for you? What do they 'get' in return for what they 'give' when the comes to work?
Answering these questions enables the recruiter to develop the right recruitment communication plan for when they go to market. This means that you are able to understand where the organistion is heading, therefore what type of people are required. It ensure you understand what people in the market think of the organisation so that you can tailor your message to either reinforce positive messages or develop messages that will provide a true reflection of the business as it is today. It also provides the recruiter with a more personal message that will appeal to candidates in the market, rather than corporate headlines.
Building an Attraction & Sourcing Strategy
1) Profiling Your Ideal Candidate: Understanding the client's culture, reputation and networks makes attracting potential candidates simpler. The first step is profiling the client's ideal candidate. What are the key skills you will be looking for in a candidate? Who are they trying to attract? Understanding where your target candidate group are connecting, meeting, what they are reading, what associations they are part of, what information or sites to they subscribe to, which social channels do they frequent and engage on? Building this profile will allow you to feed this information into your sourcing channel map.
2) Developing a Sourcing Channel Map: The next step is dependent not only on the client, but on your own resources. Specifically, you need to build a relevant and comprehensive sourcing channel map. By taking the information that you've gathered during your candidates/role family profiling stage, you now know where your candidates are in the market and what appeals to them. Since candidate behavior has changed dramatically with the introduction of social media, its important to always be asking the right questions so that you can adjust your strategy accordingly. Your Sourcing channel map will cover key headings such as associations, conferences, referrals, social media, target competitor organisations and publications just to name a few. These will be the key channels that you will use to take your newly refreshed employer brand message and jobs to market.
3) Review the EVP: What attracts potential candidates to your client's organization? What repels them? Provide a summary of what candidates value in the organization. It's important to know the organization's basics such as salary, culture as well as the career development and training process. Is your client's EVP still relevant today? Be authentic and straightforward with what the client can provide to a candidate. If your EVP is out of date then the message that you take to market may mean that you're attracting candidates who's motivations, values and aspirations are not aligned.
Design your Attraction and Sourcing Strategy: After you gather the previous information, designing an attraction and sourcing strategy becomes a clearer more targeted process and activity. A key thing to be aware of it that your sourcing strategy will always be impacted by factors that change on a regular basis. These factors may include:The Recruitment market. Economic factors, such as recessions, affect candidate behavior. For example, candidates who seek out new employers in a booming economy might hesitate in a recessed economy. This impacts your strategy and how you go to market.
- Look at geographical considerations. Are candidates available in the client's immediate area? If not, do you need to recruit outside of the client's county or state?
- Recognize seasonality. Conducting a huge recruitment campaign for experienced individuals may not work very well over the Christmas and New Year period as many people are on holiday during that time, although if you're looking for summer casuals then it's the perfect time to run your campaign then. Understanding when you're candidate will be most like receptive to roles and when the right time is will save you a lot of time, money and effort and ensure you get the best results when you need them.
Learn how Hudson RPO can help you improve your recruitment strategy. Contact us today.