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Yes! Creating and nurturing a recruitment strategy will help you to manage expectations for your hiring managers; protect your company brand and increase your ability to attract and retain the best talent.  A recruitment strategy outlines in a clear format what roles you will recruit for, when, why and how.  It is aligned with your overall company objectives and budgets.  In fact, the key components to a solid recruitment strategy are not unlike the criteria for a S.M.A.R.T. goal.   They’re Specific, Measurable, Attainable, Relevant and Time-based. 

First and foremost you need to do an appraisal on your employer brand.  Identify your vision, your WHY and own it.  This way you can ensure your messaging is attracting the right audience. Utilize social media to your benefit.  Job seekers are resourceful and they will be looking for insight into the kind of company you are and whether or not the organization could be a fit alongside their own morals, beliefs and ambitions.  

Next, determine your plans for growth.  If your company is scaling, what roles do you need to hire for now?  Moreover, which roles will have the biggest ROI from an increased headcount? When you’re unsure of how many employees you’ll need; you can hire temporary staff to help you expand quickly and with minimal risk.  But be mindful of inherent risk associated with contract labor and consider partnering with a reputable third party vendor like itec group.  Most importantly, know your culture and be transparent with potential hires; you know what they say about one bad apple. 

Perform an audit on your department or division based on skill sets.  Where are you lacking?  What skill could you add to your arsenal that could be a turning point for your organization?   Be sure to integrate your diversity and inclusion program into your recruitment strategy.  Always be evolving, always be looking for ways to innovate, improve and be better than you were yesterday. 

Incorporate a level of flexibility into your plan and be willing to adapt to changing situations as they arise.  Your recruitment plan should be tactical but fluid when necessary.  Decide in advance what aspects of your plan are to be protected and what areas are more dynamic.   Know your competition and be sure your plan will highlight the key differentiators for your organization. 

Overall the key to your success is having great people.  However, it is with consistent action on the strategic objectives for the current and future demands of the business that will allow you to cultivate the teams you dream of.