Why Is Recruitment Important?

By Indeed Editorial Team

Published March 8, 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

When looking to pursue a career in HR or trying to enhance your professional capabilities, it's important that you familiarize yourself with recruitment fundamentals. Recruitment is an important part of a business's HR activities. By learning more about recruitment, you can develop your recruiting skills and decide if you want to pursue a career in recruitment. In this article, we define recruitment, review why it's important, discuss how a good recruitment strategy can help your company, list how to create a recruitment strategy and provide additional information about the benefits of working in recruitment.

Related: 23 Tips for Recruiting

What is recruitment?

Recruitment is the process by which a company's HR team and recruiters identify qualified candidates for job openings. From this, they reach out to the individual through professional networking sites or available contact channels to let them know about company job openings. If successful, these individuals fill out job applications, attend job interviews and accept job offers to contribute to company activities.

Related: What Is Recruiting?

Why is recruitment important?

Recruitment is important because it brings several benefits to a business. Here are some examples of how businesses benefit from recruiting:

  • Helps companies hire talented individuals: The recruitment process requires HR professionals to seek out candidates with the right education, skills and professional experiences for a job opening. They do this by using applicant tracking software (ATS), conducting technical interviews and other evaluation tactics.

  • Allows companies to hire individuals who value the same principles: When companies have a strong recruitment process, it helps HR professionals determine whether candidates value the same principles and workplace culture that the company provides. For example, by look for and engaging with candidates who value a competitive atmosphere, HR professionals can hire and onboard professionals who thrive in their workplace. This also helps positively impact employee retention and job satisfaction.

  • Connects companies with professionals for future job openings: Even if a company selects a different candidate, the HR team can stay connected to other qualified candidates who didn't receive positions. This includes keeping candidate files and performing outreach activities to previous candidates.

  • Ensures that companies hire individuals who can help grow their business: When recruiters search for candidates, they use recruitment resources to connect with candidates who hold the skills and qualities that could contribute to new business initiatives or goals. For example, recruiters assemble a pool of candidates for an IT branch within the company.

Related: Guide To the Recruitment Process

How can a good recruitment strategy help a company?

A good recruitment strategy is a set of guidelines that establish the types of positions a company needs, the qualifications required of candidates, the timeline and a timeframe in which to research, contact, interview and onboard individuals. Ultimately, a good recruitment strategy helps guide the direction of recruitment procedures and ensures that recruitment professionals achieve success in bringing in right talent to a company.

Related: Recruitment Strategies: What They Are and the Best Ones To Try

How to create a recruitment strategy

In order to create an effective recruitment strategy as an HR professional, there are a few factors you need to consider. Here is how to create a recruitment strategy within your department:

1. Evaluate your current hiring and recruitment procedures

Evaluate the methods your department currently uses to find, contact, and recruit job candidates. This helps you determine which recruitment procedures you need to add, develop or retire. For example, if your department already uses applicant tracking software (ATS), you can decide whether it adds value to your recruitment process or whether you could improve it by updating the software.

2. Look at recruitment strategies of competing businesses

To get more inspiration for your recruitment strategy, look at those of your competitors. This is important as it allows you to level yourself with competitors and increase the likelihood of candidates pursing opportunities with your company. For example, your content marketing company's primary competitor pays candidates for completing writing samples during the recruitment process. Because of this, they're more likely to continue through the hiring process. To level your company's recruitment strategies with its primary competitor's, you can consider doing the same for copywriter candidates.

3. Review your company's mission statement, values and long-term goals

A good recruitment strategy aligns a company's hiring needs with its core values and long-term goals. Therefore, using your company's mission statement and values or referring to its most recent business plan can help you gain a better understanding of how recruitment strategies should support the company. For instance, upon reviewing your company's business plan you verify that one of its goals includes expanding into a niche market. From this, you can set recruitment strategy guidelines with that goal in mind, (who to hire, when to hire).

4. Determine current employment numbers for each department

Review each of your company's internal departments and current employment numbers or types of positions in each. By doing this, you can identify vacant positions and determine which department(s) to focus a recruitment strategy on. It might also help to speak with each department manager to learn more about their hiring needs.

5. Outline an appropriate recruitment budget

The amount of money you can devote to recruitment and hiring activities should also contribute to your recruitment strategies. By speaking with upper management and allocated funds, you can determine how much money you have to spend candidate searches, new employee salaries and benefits. These figures are important to include in your recruitment strategies, as they can help HR professionals connect with candidates whose salary needs align with what your company can offer.

6. Identify the who, what, when, where, why and how of your recruitment strategy

After completing your research you should fill out the who, what, when, where, why and how details that make up your recruitment strategy. You can turn this into a reference document for HR professionals as the search for and connect with job candidates. Here is an example of what this would look like:

  • Who: Marketing specialists

  • What: Individuals with at least two years of professional marketing experience and a bachelor's degree in an area like marketing, PR or communications.

  • When: Recruiting efforts set to start on February 5th and end by April 5th.

  • Where: Post the marketing specialist job description on four job listing sites and one professional networking site

  • Why: We're expanding our product line and we need to devote a team of marketing specialists to campaigning and email marketing promotions.

  • How: Email qualified candidates for phone interviews, conduct phone interviews, contact best suited candidates for an in-person interview, have the top 10 best candidates come back for a panel interview.

What are the benefits of being a recruiter?

There are several benefits that come with being a recruiter. Review these examples of how you can benefit working in a recruiter role:

  • Getting to connect with new people: Being a recruiter is great for professionals who enjoy meeting new people and networking on a daily basis. In their role, they're responsible for contacting candidates, conducting phone and in-person interviews and marketing their company throughout the process.

  • Having the opportunity to travel: In some recruitment positions, professionals may travel as part of their work duties. This usually includes attending college career fairs, HR conferences and networking events for different professions.

  • Receiving bonus payments for successful hires: Some employers offer bonuses to recruiters who find candidates that become employees. This acts as a fun incentive for recruiters and allows them to earn a competitive salary.

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