Build a Bulletproof Recruitment Strategy with These Critical Steps

recruitment strategy

If you’re a seasoned recruiter, you’re probably a bit skeptical about the idea of a “bulletproof” recruitment strategy. By nature, recruiting is dynamic, relying upon many unpredictable factors, from the requests of hiring managers to the possibility that your candidates might ghost on you.

In short, recruiting is constantly in flux: needs change, markets fluctuate and technologies rotate in and out of use. But repeatable processes are key to success, making it critical to identify and implement practices that scale with each new requisition. To do this, you must shore up your resources and map the recruiting funnel from end to end. 

Taking our headline to heart, we’re going to look at creating a recruitment strategy from two angles: the critical and the bulletproof. Here’s what you need to consider:  

Capturing the critical component: the three Ps 

If you’ve read some of my work before, you might know that I’m a big fan of the “three Ps”: people, process and product. If not, allow me to explain. 

The three Ps are at the center of everything recruiters do, making their whole process go. In the face of ever-changing conditions, you need a thorough and up-to-date understanding of where each P stands at all times: 

People: Think through everyone who touches recruiting. You’ve got the usual cast of characters such as sourcers, recruiters and hiring managers. But talent acquisition doesn’t necessarily stop on a new hire’s first day. There are whole teams, verticals and value chains impacted by a single hire — from onboarding and beyond. Recognize which people to include and why, and you’ll boost your organization’s capacity for greatness. 

Process: You might be thinking, “If it ain’t broke, don’t fix it.” But that’s the thing: No one does everything perfectly, and even if something works, there’s always room for improvement.

It’s up to you to figure out exactly what that looks like. It could be as simple as reworking your intake form for meetings with hiring managers or changing the way you interview to cut costs and reduce time-to-fill.

Product: Without the right tech stack, the other Ps will suffer, and no one wants to see that happen. To determine whether your process works, run through all the technology you use for everything from sourcing to assessing to onboarding and note whether you’re using it to the best of its ability. You wouldn’t believe how many functionalities go overlooked after an initial implementation. Do your updates, talk to your vendors and double-check that everything is working in harmony. 

Now for the critical part: For each of the three Ps, evaluate, audit and change continuously. How often and how frequently is up to you, but if you’re not in the process of making things better, you’re static — while talent is constantly moving. 

Building the bulletproof bit: the experience 

With the basics covered (at least until that next round of review), we move on to making your recruitment strategy bulletproof. This revolves around experiences. 

The candidate experience: For the last decade or so, recruiters have heard all about the candidate experience and the gaps that remain in the journey. What we don’t always like to admit is why this conversation started: We forgot about the experience. 

It was easy to overlook at a time when recruiters received upwards of 100 applicants per opening, without the infrastructure that made it possible to respond to every job seeker. Something had to give. 

We’re in a different market today, and while the candidate experience still matters, it already looks much different. Understanding how and when to adjust is part of what makes a recruitment strategy bulletproof. With hiring needs surpassing the number of candidates, you’re tasked with creating personalized experiences — even in high-volume recruiting scenarios. Having a deeper connection to the candidate journey and those involved gives us the opportunity to learn it inside and out and offer something memorable in return. 

The customer experience: You can also look to the customer experience and apply those lessons to your interactions with your candidates. What tactics and channels are effective for engaging and retaining customers? You wouldn’t leave a customer who had a question hanging with no response, so treat your candidates the same way.

The recruiter experience: This has recently begun to percolate, with many talent acquisition pros feeling burnt out from low unemployment rates and increased hiring demands. Being bulletproof also means being able to do your job and do it well — and by taking care of yourself, you’ll be better prepared to take care of others. You can’t be thoughtful without time to think, and you can’t improve others’ experiences if you don’t improve your own. 

By elevating your internal experience — the three Ps included — alongside the external ones, you’ll see your recruiting strategy become more adaptable, agreeable and, ultimately, more effective.

William Tincup is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. Find him online Twitter, FacebookInstagramLinkedIn, and YouTube.

The views and opinions expressed in this post are those of the author and do not necessarily reflect the official policy or position of Indeed.

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