Three-Part Guide to Crafting a 2016 Recruiting Plan: Part II – Strategy

Looking ahead to 2016, you have evaluated your staff and assessed your talent gaps and needs. Metrics have been established and goals reset as needed. The next step is developing a viable plan that will keep you positioned for success throughout the coming year.

In the current talent landscape, there is an abundance of qualified candidates – yet many companies find it challenging to source and recruit the right ones. Follow these guidelines as you tailor your strategy to meet the unique needs of your business:

Outline Your Process

Know your short- and long-term operating plans, including your anticipated hiring needs for the next 12 months. Consider any possible scenarios that could impact these numbers.

• Look at both internal and external talent availability. Examine your review procedures, performance plans and market analyses. Fine-tune your employer branding and value proposition. The right candidate could already be in your office – take advantage of this opportunity and hire from within when possible.
• Identify sourcing channels. These may include referral programs, campus recruiting, industry associations, user groups and social networking opportunities. Create and maintain a calendar from which you can build an effective sourcing community.

Consider Delivery and Evaluation

Understand your current and future workforce picture. Keep in mind attrition and retirement risks, as well as succession planning.

• Develop an action plan based on these inputs. Create a staffing blueprint that parallels your business plan. Shape your HR and recruitment team to deliver on these requirements. Refine your process as needed to adjust to business changes. Quarterly reviews are a good rule of thumb.
• What cannot be measured cannot be improved. Develop key performance indicators and include them in individual performance plans. Introduce an incentive program tying rewards to performance. Set up systems to measure against these KPIs. Thoroughly analyze all related data.

This is a continuous improvement initiative and must be constantly refined based on changes in the economic climate, customer requirements and stakeholder feedback.

Do You Have What You Need?

Make sure you have completed all the right steps as you prepare to execute your talent acquisition strategy. If you have questions, consider partnering with BrainWorks and benefiting from our insight and support. Our senior leaders have proven track records and extensive knowledge. Our Talent Acquisition Profile and Talent Evaluation Process can help you get the highest possible return on your 2016 recruiting investment. Contact us today to learn more.

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Three-Part Guide to Crafting a 2016 Recruiting Plan: Part I – Evaluation