12.12.2023 | Recruitment

Is recruitment part of your business plan?

Amanda Harrold of A&S Recruitment explains why recruitment should form an integral part of your 2024 business objectives.

Getting Strategic with Recruitment

With 2024 just around the corner, Amanda Harrold of A&S Recruitment shares with Porttalk readers how to integrate recruitment into your 2024 business objectives.

She says: “All too often recruitment is left off the business objective agenda. Addressing staffing requirements purely on a one-person-out, one-person-in basis ensures the organisation remains hostage to the available talent pool. However, suppose a change in mindset is adopted, and recruitment is considered a key element in developing next year’s plans. In that case, a proactive recruitment strategy replaces previous and not always successful knee-jerk staffing tactics.”

To put strategic recruitment on your company’s radar, Amanda shares her insights:

  1. Understand Business goals.

Identify the specific business goals for 2024, for example, revenue targets, expansion plans, product launches or market penetration. Then, analyse your workforce needs.  Determine how your current workforce aligns with these objectives and where talent is required to drive these goals forward.

  1. Align Recruitment Strategies.

Pinpoint the skills and expertise required to achieve your business objectives and then develop a recruitment plan focused on acquiring talent that directly contributes to these needs. At this point, if possible, anticipate future talent gaps (maybe the need for maternity cover, for example) and projected growth, and always watch the industry landscape changes.

  1. Employer Branding and Messaging.

Ensure that your recruitment messaging and employer branding reflect the company’s mission, values, and objectives for 2024. This attracts candidates who resonate with your business’s direction.

  1. Strategic Talent Acquisition.

Constantly optimise your recruitment channels to target the specific talent required to fulfil your business objectives. Strategic recruiting requires various messages to be disseminated through the company’s social media, professional networks or to your specialised recruitment agents. It also goes almost without saying that fostering diversity in your talent acquisition increases the potential for a fresh perspective and innovation.

  1. Metrics and measurement.

Set KPIs related to recruitment aligned with your business objectives. Examples include time to hire, quality of hire or retention rates. The effectiveness of your recruitment strategies should be constantly assessed against these KPIs. Remember, they’re not cast in stone, so they can be adjusted and refined to improve outcomes.

  1. Cross-Team Collaboration.

Foster collaboration between HR, hiring managers and department heads. Ensure everyone understands the business goals and is contributing to identifying talent needs and recruitment strategies. Those responsible for recruiting can only succeed if the brief they are provided with reflects the total requirements of the position.

  1. Create a Feedback Process.

Create a feedback loop between HR and other business units to gather insights on how recruited talent contributes to achieving business goals. This information can then be used to refine future recruitment strategies.

Amanda concludes: “By integrating recruitment efforts directly into your business objectives, you can ensure that hiring strategies are purposeful, targeted and supportive of the company’s growth and success in 2024.”