When it comes to creating a successful recruitment model, it’s important that you clearly identify your goals at the beginning of the process. Without knowing what it is that you want to accomplish, you’ll end up wasting time and money on ineffective campaigns that won’t advance your organisation’s interests.
It’s also crucial to recognise the major issues that all SMEs face when involved with a recruitment campaign. The most significant issue is access to first-rate talent, but it’s also imperative to focus on enhancing your employer brand to make it attractive for prospective employees. Additionally, SMEs need to take financial considerations into account, since a recruitment campaign can wear down heavily on your company’s resources.
Even though many SMEs are struggling with their recruitment campaigns, the good news is that it’s not so difficult to turn the tide. It can be rewarding if you approach recruitment with a strategy, rather than preserving the viewpoint that recruitment is a tactic that occurs only when there is a vacancy.
The recruitment strategy should be integrated with your overall marketing strategy. In this respect, it should be managed by a competent professional who is: aware of the overall marketing strategy, a liaison between all parties involved, proficient in advertising copywriting and adept with social media.