Planning your 2012 recruiting strategy

Share:  Share on Twitter Share on LinkedIn Share on Google Plus Share on Facebook

Posted by Matt Rivera

Find me on:

December 14, 2011

Here we are again on the cusp of a new year, and it still hasn’t gotten any easier to formulate a recruiting strategy. Many companies, especially mid-sized and smaller companies, are struggling with how to plan and execute a cost-effective recruiting strategy.

First off, have you evaluated your current strategy? That might seem a bit basic, but with reduced resources and the roller coaster ride of the past few years, I think it’s a fair question.

Next, here are a few things to think about as you plan for next year:

  • Start with data. Start with whatever data you have. How many jobs go unfilled? What is your recruiter to open positions ratio? What is your fill rate or time to fill? Get feedback from hiring managers, even if it’s just anecdotal. Figure out if you are drowning, just need some adjustments, or if you need to start from scratch.

  • Talk to your recruiters or partners. Get a sense for what’s working and what’s not. Be candid with them and ask them to be candid with you. Are you giving them what they need to be successful? How have things changed this year and what do they see for next year?

  • Talk to your executives about recruiting. Assess your company’s vision of recruiting. Ask executives about their perception of your recruiting efforts and recruiting costs. Are they satisfied with the results? Is recruiting a priority? Is it even on their radar? This will help you understand the type of executive support you will get for changes or investments.

  • Evaluate risk. Look at any areas where you have processes in place to ensure compliance. Do you have quick visibility into these types of processes and documentation? Is it hard to come by or even nonexistent? Is it clear who has responsibility for these processes?

Once you’ve gathered some of this information, prioritize where you need to focus your efforts. If you have no data or are worried about risk (or unsure where you have risk), these are two areas you can’t ignore.

Leverage the information here on The Seamless Workforce, including our eBooks “Five Steps to Rebuilding Your Recruiting Infrastructure” and “Access Your Workforce Composition,” and our blog posts on managing your contingent workforce or workforce strategies.

It’s going to take more than one great idea or a single, static recruiting strategy to make a difference. You’ll likely have to leverage a few different strategies as you navigate through what will likely be another difficult year. Having those strategies ready now will put you ahead of the curve in 2012.


Disclaimer: The opinions expressed on the blog site represent those of the author and do not reflect the opinions of Yoh, A Day & Zimmermann Company. Yoh is not responsible for the accuracy of any information supplied by guest writers. 
Hiring Managers Guide to IT Staffing


Get bleeding-edge content delivered right to your door, or to your inbox.  Sign up, it's that easy.

Search the Blog