Strategic Recruitment: Methods, Sources, and Diversity Considerations

Strategic recruitment involves a deliberate and planned process of attracting and selecting the right candidates to fill job openings within an organization. This includes identifying current and future talent needs, analyzing the labor market, developing a recruitment strategy, and executing it effectively to attract top candidates.

Internal and External Sources of Human Resources

Internal sources of human resources encompass promotions, transfers, and employee referrals. External sources include job fairs, advertising, and recruitment agencies. Traditional recruiting methods like newspaper ads, campus recruiting, and employee referrals offer familiarity and cost-effectiveness, but their reach and response rates can be limited. E-recruiting, utilizing online job boards and social networking sites, offers broader reach, faster response times, and cost-effectiveness but requires more management effort and may not be suitable for all job types.

Diversity Recruitment

Recruiting women, people with disabilities, older workers, migrants, Indigenous Australians, and LGBTQ individuals requires a targeted approach to overcome employment barriers and foster workplace diversity. This involves developing specific recruitment strategies, providing training and support to candidates, and creating an inclusive work environment.

Evaluating Recruitment Activity

Organizations can evaluate recruitment activity by tracking key metrics like time-to-fill, cost-per-hire, and quality-of-hire. A robust recruitment plan should include an analysis of the current talent pool, identification of recruitment needs, development of job descriptions and employment branding, selection of recruitment methods, and ongoing evaluation of recruitment effectiveness. The plan should be flexible and reviewed regularly to ensure alignment with the organization's evolving needs.