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Home » HR Processes » Recruitment and Selection » General Recruitment » Recruitment Strategy

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.