The recruitment strategy is the most important strategic document in the recruitment and staffing department. It defines almost everything for the satisfaction of internal clients and the visibility of the company on the job market. The recruitment strategy defines initiatives, recruitment sources and the key measures for processes and sub-processes. The strategy defines the mix of diverse talents as the company enjoys all benefits of diverse teams. However, most companies have the generic recruitment strategies.
The generic recruitment strategy does not developing any competitive advantage. The organization uses the same channels as the generic competitors. It has to compete by using other advantages. It has to push its salaries up as it builds the loyalty of employees and job applicants. It is not the sexy employer; it is just a company, which pays a fair salary. Wow, no emotions. Just a pure business.
The outstanding recruitment strategy differentiates the company from competitors. It builds the basis for a different recruitment practices of the company. It is the main purpose of the strategy. Designing the unique approach. The strategy has to be unique; it is not a document on the shelf.
The recruitment strategy navigates HR team in building the recruitment process, which attracts best talents on the job market. It build the recruitment mix, which makes people speak about it. It makes people notice the organization and remember its brand name.
The generic strategy is a pure strategy template, which does not work. It does not bring anything new, it does not build any difference. The organization is the same as the competitors. The job applicant has no benefit to apply for the vacancy in the company, which is not unique. The strategy does not support the corporate culture. It is just a document and one tick – done.
The development of the strategy is not about writing a document and filling the template. It is a hard brainstorming job for Human Resources. The HR team has to identify all strengths and opportunities. It has to identify the potential to build a powerful niche on the job market. It has to define the strong brand name and its position on the job market. It has to define the supporting recruitment processes.
The value added of the strategy is in the alignment of ideas in Human Resources. It builds the consensus. It allows people speak different words with the same meaning. It makes speak people the same way. It is the real benefit of any strategy. The generic one will never work.