5 steps to your recruitment strategy

Filling a vacancy with the perfect candidate is every recruiter's dream. However, a prerequisite for this is an efficient recruiting strategy. Fortunately, digitalization nowadays also offers new opportunities for recruiting, which experienced recruiters know how to use with skill.

Below we have summarized various aspects to consider when choosing a recruiting strategy.

1. employer branding

One aspect whose importance you should not underestimate is the development of an attractive employer brand. The goal here should be to inspire the right people for the company and thereby lead to a high level of identification with the employer. The basis for positioning the employer brand is the question of what makes the company stand out as an employer and what promises it makes to potential and existing employees. This ensures the authenticity of the employer brand and at the same time sets clear expectations for (future) employees. The values that are to be lived in the company also play an important role. In order to use employer branding effectively, a strategy is needed. This requires a thorough analysis of the situation, whereby questions such as what makes the company unique or how attractive the company currently appears to employees are central. This is also called employer value proposition. The term branding introduces that this Employer Value Proposition is spread through corporate communication. This can be done through social media, the homepage, a newsletter or even at job fairs.

2. Write convincing job ads

Probably the most traditional method of recruiting is the publication of a job advertisement. This should not be neglected in modern recruiting either. Important here are a specific description of the job profile, an appealing summary of the respective activities and a focus on the essentials. In order to write a convincing job advertisement, there should also be a deep understanding of the respective job requirements. In order to find the right candidate, the job advertisement must also be as precise as possible. Therefore, when writing the advertisement, you should really explore the activities and also understand what kind of personality is best suited for this activity.

3. use online portals in a targeted manner

Once you understand the type of job and the personality required for that specific job, using the right portals is of interest. The job advertisements can be uploaded on various online portals. Some examples of these would be jobs.ch, indeed, stepstone or join.com. Furthermore, there is the possibility to use premium job ads, where the job ad is highlighted on the search results page and is displayed more at the top or at the bottom of the page, for example.

However, these online portals can also be used to actively search for candidates and identify potential candidates by means of direct search. This is explained further under the term active sourcing.

4. Active sourcing

Active sourcing is used more and more in recruiting nowadays and is part of the most efficient recruiting strategy. It is part of a strategy of proactive recruiting. This involves a targeted search for suitable candidates in online portals. This strategy has been used for a long time to search for executives, but it has recently become more popular to search for specialists. The focus is no longer only on active job seekers, but also on passive ones, who may not even be looking for a new job yet. Platforms that are particularly helpful for the sourcing process are, for example, LinkedIn or Xing, which is the German equivalent of LinkedIn.

LinkedIn was created as a place where professionals can network with each other and is therefore the best place to attract prospects to a company. In addition, the Recruiter version has various search functions so that you can sort specifically by position, skills and location. Of course, a precise definition of the target group is necessary.

For many companies, however, this aspect is too costly. Therefore, they resort to the search of specialized partners in their search for specialists and executives. Thus, these external service providers also form an important building block in the recruitment strategy. With our in-house recruiting team, we can provide you with targeted support in the identification and direct approach. Learn more here more about our processes.

5. creating a pipeline

Last but not least, the storage of all candidates in a recruitment tool is also advantageous. After all, candidates who were not ultimately selected to fill a vacancy could possibly be interesting for future projects. Saving candidates creates a database, or pipeline, that you can refer to when needed. This means that the sourcing work for a specific position only needs to be spent once and you can benefit from it in the future. Examples of such a recruiting tool would be umantis, softgarden or Recruitee.

The path to filling a vacancy can be long and difficult. Therefore, it is essential to proceed strategically from the beginning. The aspects mentioned above will help you to develop a suitable recruiting strategy. However, it is also important to think clearly about the deployment in order to act as goal-oriented as possible.

We would be happy to support you in developing your recruitment strategy. Contact us now for a no-obligation consultation.