As an HR, you must’ve faced a situation where you have been completely blank about what to ask in your next interview. If your answer is “yes,” then this one is for you!
Every organization should follow the practice of having recruitment strategy meetings before interviewing candidates for a new position. These should usually be between you and the assigned manager for the said role. Such meetings will ensure that you never feel clueless about what to ask your next candidate. Wondering what exactly should be discussed in this meeting? Here’s all you need to know.
Six Things That Should Be Covered in Recruiting Strategy Meeting
1. Job Description
This is basic information that should be verified before the interview. You don’t want to be in a space where you aren’t aware of the job’s specifications. Even if there are minor tweaks to the job description, understand what they are and why they were made. Along with confirming the description, talk about the must-have KSAs, i.e., Knowledge, Skills, and Abilities.
For example, before interviewing content writers, talk to the manager and ensure that you’ve got the job description right. Is the opening at your company for a full-time content writer or a part-time one? Will it be copywriting or long-form content writing? See if the candidate is meeting the company’s standards.
2. Talent and Market Intelligence
Discuss questions like, “What is the salary range and benefits offered by the competitors?” and “What challenges are other companies facing in hiring for similar roles?” This knowledge will guide decisions on competitive pay, benefits, and other incentives that could make your job offer stand out in a crowded market.
Using the data from market research, figure out ways to cut down the overall costs borne by the company for hiring and onboarding a new employee. This will help you get the best talent available in the market.
3. Current Workforce
Discuss it with the manager and see if the new opening requires an outside hire or if any current employee can do the job. In such a situation, having detailed performance reports is of great help. These can show you if you already have someone who possesses the qualities that you are looking for.
HRMS software, like greytHR, has a performance management system that gives you comprehensive reports of employees in a few clicks. So, all the insights, performance reviews, and other essential data about your employees are available when you need it. Apart from that, you also have the option to announce internal job postings on its portal. So, all of your current employees who are looking for a different role can know about it in no time.For instance, if you urgently require a project lead, review your employees’ performance data. You may find someone who can handle pressure, has a penchant for solving problems, and possesses strong leadership skills. Now, if they’re interested in taking up the opportunity, you’ve just filled your urgent role.
4. Recruiting Resources
Think about all the channels that you’ve explored in the past and analyze how successful each one has been for you.
For example, if you’ve gone on a recruitment drive in colleges, connected with candidates via social media platforms, and participated in job fairs, see which got you the best results. Then, give that channel the most priority. If your analysis shows that colleges have been the most successful way to find candidates, then start contacting colleges right away!
Don’t ignore the fact that your existing employees can also be a great resource for getting promising candidates. So, ask your employees to send you references from time to time. You can even consider offering a referral bonus to encourage them further.
5. The Interview
Another thing that you need to discuss with the manager is the priority of hiring for this role. If it’s a priority role and needs urgent filling, temporary hiring can be discussed as an option. Apart from that, you also need to think about ways to streamline the process. According to the Global Talent Report, 83% of candidates switched their minds because of a bad interview experience. Similarly, 87% of them aligned toward a job role based on a good interview experience.
For example, if you’re hiring a writer for the team, create a standardized selection criteria that could be applied to anyone who’s applying for the position. It could have requirements like having a certain level of job experience or education, or you could also create a basic test to judge their skills. This is to check if the candidate is on par with the company’s standards and is qualified for the role.
6. Follow Up After the Meeting
The final few minutes should be dedicated to discussing what has been talked about in the meeting, what areas you need to work on as a team, and what has seen improvement after every meeting.
Another thing to consider is implementing HRMS software, like greytHR, in the recruitment process. Not only does it smoothen out this process for you, but it allows you to utilize different email templates, have automated responses ready, and send bulk emails to the candidates for effective communication. This keeps the candidates engaged and informed all the time and improves response rates. This is an important part of recruiting, as Glassdoor says that a good onboarding process helps improve the retention rate of new hires by 82%.
Summing Up
Such meetings shouldn’t be a mere formality but a significant part of the overall recruitment process. They ensure you and your manager align on the type of talent the company needs. Know that a strong collaboration and communication between HR and management can make a significant difference in attracting and retaining top talent.
FAQs
What Are the Key Success Factors of Recruitment?
The key success factors for recruitment are defining the job requirements and their description clearly. Using effective strategies to get in the best talent possible, and seeing if the candidate is fitting the culture properly. Another thing to consider is applying effective interviewing techniques to judge the caliber of candidates.
What Is a Recruitment Strategy Meeting?
This meeting is something that usually happens between the manager and, in some cases the top management, and HR of the company. The purpose of this meeting is to discuss the goals that should be met during the recruitment process.
How Do You Measure the Success of Your Recruitment Strategies?
To measure the effectiveness of the recruiting process, you need to think about the time taken for a hire. Then, think about the cost that the company bore to hire that candidate. Next, look at the quality of hire that you have. Look at the experience the candidate had during the hiring process and, finally, see how many candidates from diverse backgrounds are hired by you. These are a few metrics that will help you measure success.
