Be stronger in the job market
and bring in talent

Recruitment plays an important role in attracting, selecting and retaining new colleagues. It goes beyond filling vacancies. Your approach to recruitment determines how well you connect with the goals of your organization and how sustainable you can retain people. This requires a strategic recruitment policy that gives direction to your choices and approach.

What is a strategic recruitment policy?

A strategic recruitment policy describes how you align your recruitment activities with your organization’s mission, vision and goals. So it’s not just about finding suitable candidates. It is also about building a clear employer image, optimizing your processes, involving relevant stakeholders and ensuring a well-organized onboarding.

With a strategic recruitment policy:

• Find the right people who fit your organizational culture, your values and your goals.
• Improve the quality and diversity of your workforce.
• Reduce costs and shorten the recruitment process.
• Increase employee engagement and loyalty.
• Strengthen your competitive advantage and position in the labor market.

Purpose in your strategic recruitment policy

Your purpose is your direction, your driving force and the reason why you do what you do. It energizes you and helps you make choices. This applies to you as an individual as well as to your organization. When you connect your purpose to your strategic recruitment policy, your policy becomes more meaningful and coherent. You attract people who recognize themselves in what you stand for. This increases involvement and strengthens the motivation to contribute to the purpose of your organization. In this way, you become a purpose-driven employer that makes a difference beyond great business results. Candidates then choose not just a role or a salary, but an organization with a clear direction and a higher purpose.

How do you establish a strategic recruitment policy?

You develop a strategic recruitment policy one step at a time. It requires a thorough analysis of your current situation, your future needs and the results you want to achieve. With these steps, you draw up a strategic recruitment policy:

• Determine your target audience. Who are the candidates you want to attract? What are their characteristics, desires and expectations? Where can you find them and how can you reach them?
• Define your goals. What do you want to achieve with your recruitment? How many and which vacancies do you want to fill? What competencies and qualifications do you need? How do you measure your success?
• Define your strategy. How do you reach your target audience and objectives? What recruitment channels and methods do you use? How do you convey your purpose on behalf of your organization? How will you organize and execute your selection process? How will you welcome and guide new employees?
• Define your resources and your processes. What resources do you need to implement your strategy? Consider budget, time, staff and technology. How do you organize and distribute recruitment activities? Who are the people responsible and involved? How do you streamline and optimize your recruitment processes?
• Determine your evaluation and your adjustment. How will you monitor and analyze your recruitment activities and results? What indicators and criteria will you use? How will you collect and process your feedback? How will you improve and adapt your recruitment policy?

How do you develop yourself in the field of strategic recruitment?

The above tips will help you give direction to your recruitment policy. You can quickly see where you are strong and which areas need attention. It gives a good picture of what you do (well) as an organization. Your points for improvement also come to the surface. Of course, there is much more to do beyond the above points.

The Strategic Recruitment Policy training course supports HR professionals, corporate recruiters and executives in developing their own recruitment plan. You will work with real-life examples, assignments and feedback so that you get directly applicable insights. You will develop a plan that fits your organization and helps attract, select and retain the right people. A plan that can be implemented immediately in your organization!