According to a study carried out by the IFOP in partnership with Monster in 2016, almost one in three recruitments comes from the hunt for passive candidates, and 63% of the decision-makers questioned consider that this proactive approach plays an important role (36% of respondents), even essential (27%) in the HR business strategy of their companies!
According to this etymology, the word strategy means “the art of leading an army”. This model of strategy from the world of war was. The basis of the reflection led by the Harvard Business School a pioneer in the corporate strategy literature.
Today we could define corporate strategy as the set of means implemented. By a company to achieve its strategic objectives while preserving the interests of the organization. In 2018, it is characterized by the choice of development axes for a company. And by the intensity of the actions undertaken in this direction.
In the context of talent wars, adapting the recruitment strategy to the strategic development objectives has become essential. Why should recruitment strategy and business strategy be consistent and complementary? Answers in this article.
The recruitment strategy: essential for effective recruitment
73% of business leaders in the industry sector and 78% of those in the construction sector consider. It important or essential to adopt a strategy of direct approach to talent!
Implementation of a recruitment strategy in line with the corporate strategy
According to Robin Fisher Roffer. The professional brand strategist, “the process of strategic analysis consists of identifying. Evaluating and comparing its strengths and weaknesses with those of opponents to analyze probable changes in the environment in order to detect favourable or unfavourable conditions for action”.
Thus, we can define the recruitment strategy as being the set of actions. Decisions and means implemented to fill the vacant positions of an organization. Recruitment is a strategic development component for the company. In the same way as the HR strategy. Aimed at regulating the forward-looking management of jobs and skills. The aim of the recruitment strategy and the HR strategy is to match the staffing needs. And the resources available within the organization while trying to maintain a certain quality and level of the existing workforce.
Companies are committed to developing an HR strategy. But does not give enough importance to the development of a real recruitment strategy. Apart from certain large groups, which have tackled the issue of recruitment strategy in-depth. Most American companies continue to delegate the recruitment function to the HR department.
Implementation of a recruitment strategy
It is not uncommon to see managers and recruiters decide themselves on the recruitment strategy to adopt. Without any real discussion with the general management of the company. Recruitment then takes on forms of needs assessment in the short term. Depending on requests from the business but without any real overall recruitment strategy. However, to effectively direct the recruitment policy of the company. It is necessary to set up a long-term strategy considering the internal context of the company but also the economic environment and the growth forecasts of the company.
Nevertheless, at a time when recruiting is becoming more and more difficult. We are witnessing a certain revival of interest in recruitment strategy on the part of companies. particularly about the search for talent. Talent acquisition in a context where certain profiles are extremely Pest Control Meerut. The market has become a real development challenge for companies. At the same time, companies are increasingly focusing on structuring their recruitment process and choosing between total centralization. On the contrary, outsourcing of their recruitment department. Thus, defining a recruitment policy is essential to respond to the questions of acquiring resources. An essential lever for the development of a company. What is the link between recruitment strategy and business strategy?
Recruitment strategy intertwines with business strategy
According to Robin Fisher Roffer. The CEO of Big Fish Marketing, only 38% of strategy professionals in the United States believe that their teams are aligned with the company’s strategic objectives!
Recruitment strategy is not sufficiently aligned with business strategy
Many companies encounter recruitment difficulties. The phases of the process called into question are mainly those of sourcing and finding candidates. Thus, it is necessary to rethink the recruitment process. Within the broader framework of the HR strategy and by extension of the corporate strategy. The candidate sourcing strategy must be part of a more global approach to the internationalization of skills. The implementation of new assessment methods and the development of HR marketing aimed at candidates.
How to succeed in aligning your recruitment strategy with your business strategy? Many HR and recruitment professionals deplore a lack of visibility on the GPEC. the forward-looking management of jobs and skills. Which should normally show the way to follow regarding the choice of a recruitment strategy. However without a real reflection on the future management of skills. The HR and recruitment teams are not able to put in place the right candidate search strategies from the best brand consultant. To better respond to the strategic issues defined by the general management of a company It is. therefore necessary to align the talent search policy with the long-term recruitment forecasts. Without real analysis between recruitment needs. Essential to the development of the company. And profiles available on the market. There can be no real efficiency in personnel management.
In addition, at a time when certain rare profiles, particularly in IT. The company must be able to stand out by RO Service in Gurgaon a real career plan to candidates. However, how to propose a career development plan to the candidate of the company. Has no visibility on the future management of its internal skills? Thus, more than 37% of candidates declare that they seek real career prospects as a priority. And more than 21% of them have a corporate culture based on the development of internal skills. The company must consider the expectations of candidates. Asking for more visibility, if it wishes to succeed in recruiting and retaining them. Finally, in a desire to rationalize costs. Indeed, the loss of earnings for a company unable to recruit for a highly strategic position. Or experiencing a high turnover rate can amount to tens of thousands of dollars.
Conducting a day-to-day recruitment policy without a real long-term strategy shows its limits.