Five Tips to Create a Successful Strategic Hiring Plan in 2019
As 2019 kicks off, we thought it might be helpful to share our top five tips to planning a strategic hiring plan for the year.
Know your hiring managers and their individual hiring plans. Start meeting with upper management to plan out hiring plans for the year. How many new hires are they expecting? What level of candidates will they be looking for (junior, mid-level, or senior)? Also, discuss turnover rates on teams. Planning the year and setting expectations with management will be key in having a successful hiring plan.
Implement new recruiting technology. 2019 is upon us and it has brought fun, new recruiting tech tools with it. Look for tools that address the candidate experience, help with your talent brand and use AI to boost up departmental goals. There are some great contenders in this space like 360 SMS which is an automated texting platform that links to your CRM system. LinkedIn Recruiter Corporate is another great tool and one of LinkedIn’s latest and greatest platforms. If you haven’t seen it, you’re missing out. This platform helps with candidate management, hiring manager communication and even helps to market your talent brand effectively. Lastly, Arya and Mya are both artificial intelligence platforms that help with proactive recruiting and screening of candidates.
Focus on the candidate experience. According to Hire Vue 82% of candidates that encountered a positive experience are more likely to refer colleagues. With unemployment being at an all-time low, a great candidate experience has become increasingly necessary in order to land top contenders for a job. In order to accomplish a greater candidate experience, review your overall recruiting and hiring process. Ask yourself these questions: How long does the interview process take? Do I have software that adequately allows me to track candidates throughout the lifecycle? Are my job descriptions written in a way that will attract more applicants?
Proactively recruit. Having an understanding of the openings within your organization will allow you to proactively recruit before a position opens up. Proactively recruiting will have several benefits within your department. It creates a solid pool of qualified candidates, decreases the time to hire and lowers the cost per hire. Also, you may want to consider setting personal and departmental hiring goals and following a recruiting methodology to help hit hiring goals on your team. Lou Adler’s “Performance Based Hiring” is excellent. You should also know and understand the tech stack you frequently hire for and make sure that keeping excellent candidate notes in your applicant tracking system is a priority.
Partner with industry experts that can help you find and attract talent in hiring binds. Work with staffing companies that are experts in their field and flexible with accommodating your specific hiring process and fee schedule requirements. A great staffing partner can be a lifesaver when unexpected turnover occurs or your proactive recruiting just isn’t working out as well as you’d hoped.
ABS Staffing Services Manager, Caitlin Johnson, is responsible for recruiting top talent for ABS and ABS clients. She leverages her large network to place candidates in the right roles based upon their culture requirements,and technical aptitude.