Essential Elements of Productive Recruitment Strategy Meetings
When a job vacancy arises, one of the initial steps for talent acquisition experts is to convene a recruitment strategy session with the hiring manager. This session, often referred to as an intake meeting, serves as a crucial opportunity to chart out an effective recruitment strategy for the new position.
Even if the same position is frequently recruited for, organizing a recruitment strategy meeting remains pertinent. It need not be time-consuming but should cover five fundamental areas.
1. Job Description
Begin by ensuring the job description is up-to-date. Updating the description promptly eliminates the risk of recruitment delays stemming from overlooked changes. Moreover, besides validating the job description, delve into the essential qualifications and competencies (KSAs). In a fiercely competitive job market, discovering a candidate possessing 95% of the required KSAs and being trainable for the rest is advantageous. This discussion must transpire early on to avoid missing out on exceptional candidates.
2. Work Team Dynamics
Discuss potential matches within the current team for the role. Various organizations promote internal mobility through job posting programs. Identifying an internal candidate shifts the focus to deciding whether to recruit for the existing opening or fill the internal candidate’s position. Additionally, consider team dynamics beyond what is outlined in the job description, as the new hire will integrate into the team environment.
3. Potential Talent Sources
Consult with the hiring manager to identify potential talent sources. Some managers excel in monitoring competitor movements and can suggest relevant sources. Additionally, share data on source-specific metrics like time to fill, cost per hire, and quality of hire. This data empowers hiring managers to understand the recruitment resource allocation for the open position.
4. Streamlining Interview Processes
Align the discussion on interview timelines with the sourcing strategy. Syncing the two allows the hiring manager to manage operations smoothly during the interview phase. Anticipating temporary staffing needs in advance prevents hasty decisions like excessive overtime, which could impact current employees’ morale and recruitment outcomes negatively.
5. Future Growth Opportunities
Address the onboarding and training blueprint for the role during the meeting. Establish parameters like having a buddy system or a mentor for the new hire. Setting 30/60/90-day goals and signaling a well-thought-out career progression plan boosts a candidate’s confidence in the organization’s commitment to their development.
Following the discussion, the recruiter should send a concise email recapitulating the agreed strategy. This email essentially transforms into the documented recruitment strategy, facilitating cohesive execution between the recruiter and the hiring manager. In case adjustments are needed, both parties can pivot while retaining the original strategy.
Subsequently, reaching out to the hiring manager post-employment to evaluate the new hire’s progress is commonplace. Leveraging insights from the recruitment strategy meeting, seek feedback on successes and areas for improvement to refine the recruitment process further.
Conclusively, despite recruiters and hiring managers’ busy schedules and familiarity with the job position, holding a recruitment strategy meeting remains a shrewd business practice.
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