The recruitment strategy of a company

Companies get their success from the people and better management. The people we are hiring, always be truthful, loyal, knowledgable, team-player, and self-motivated. In this process, we always have to look from both sides. First, the company’s needs and circumstances, and second, the people who will come, their needs. That’s why the company has its strategical framework to hire people. The human resource department of a company maintains the recruitment strategy. Several times, they hire a third party for their recruitment process and sometimes they do it themselves. In this case, several things must have to watch

Internal structure

HR policies and recruitment procedure

Recruitment procedures and HR policies are different things, but the HR department is involved deeply in recruitment procedure making. First, according to the HR policies some general but most important rules and techniques which they follow

1. Maintain the people infrastructure in the company with people management
2. Day to day maintain the people’s need and culture
3. Hire fit people according to the project and company’s culture
4. Maintain the value of the people in the company, as well as, the some working procedures
5. Looks at couple of financial and accounitng portion of the people

As per recruitment procedure, there are also have several important factors which the top line people have to look, like

1. Fresher/Experience, mass recruite or pool campasing
2. Attitude, approach, knowledge, skill, learning abilities, etc.
3. Adaptation and improvisation according to the culture of the company.
4. Previous track records
5. Simplified framework and strategy or a model which helps them to recruite people.

Some other facts are also included in this part. In some parts, they can nurture and change according to the circumstances.

Technology and assistance

Technology and assistance are obviously saas platforms, internal portals we take data of the people and see the details. Similarly, AI and ML tools gave results by doing automation of the CV and resumes. Obviously, networking is also a key part. Sometimes, to save time and money hiring another company is also a great way to hire people.

In short, technology with networking are also valuable parts of the hiring process.

External factors

Recruitment strategy is good of a company but there are lots of people are there who damages the work culture. It’s a practical fact we always see the top line people are facing continuously. In this case, strategy has no fault but the crack is happening all the time. Internal degradation is the main cause but effecting the external factors

1. Networking means consulting, sometime this concepts are missing from the internal people and that’s why good people go and not came at the place
2. Hiring good people in less money is good but for maintaining this concept HR and interviewer hires wrong people. Sometime value could play vital part.
3. Company has some wrong people but when recruiting people don’t place them. They will bring same types of people like them.
4. Always busy, don’t know consultation, have some discrimination mindset, these people will through good people out from the interview or in processing round.
5. Resume writting is always a key part, it ahows their auditing technique, SEO technique, short but unique presentation skill. That’s why based on networking, but not consulting and good resume, if they hire then you know what happens next.
6. Psychological mindset of the recruiter or interviewer and the applicants also important part.

Companies are not bad, they are for the people and doing something good but, people and management can make a crack. Furthermore, this crack or fault will go chain-wise. That’s why a Unique strategy with a good interviewer is the best priority. Good and great people always bring great, talented, hard-working, as well as smart working people.