04/11/15 By Jennifer Brown

recruitmentFormulating a recruitment strategy is one of the most important activities you can do to help grow your business. Marketing your brand, promoting your open positions, and offering an enjoyable experience for all will put you light years ahead of your competition – and sure beats stabbing in the dark or scrambling at the last minute to fill positions. Previously, I discussed the importance of both being prepared for the interview as well as interviewing with confidence. Equally important, is your strategy before the first interview. Here are a few ‘pre-interview’ items to consider as you examine your existing recruitment strategy:

Enticing Job Postings
Don’t just post the job description. Today’s job postings need to be creative and enticing – setting the position and the company apart from the numerous other job opportunities candidates review online. Write the job posting from the applicants perspective of ‘what’s in it for me’. Focus on the types of projects the person will be involved in and the impact they can make. The text and tone of the posting should reflect your corporate culture.

Know Your Target Audience
Don’t just post and hope. Be strategic about where to post your job openings. Find out the online and offline resources your target audience uses for networking or job hunting and focus job posting efforts on those sources.

Be Competitive
Make sure the compensation you are offering is in line with the market data for your region. Online sources such as Indeed and O*Net are great tools to find this information quickly. Candidates can easily access this data, so make sure you are ahead of the curve.

Don’t Have Unnecessary Hoops
Ensure each step of your recruiting process has purpose and you aren’t making your candidates jump through unnecessary hoops. For example, before you begin recruiting, determine who will be involved in the interview process and how many rounds of interviews are necessary to make a decision.

Focus on building a solid recruitment strategy before the first candidate even walks through the door. Once in place, you will save time and frustration on your end while at the same time creating a positive experience for the candidate.