A recruitment strategy is a clear plan that explains what roles you'll recruit for, when, why and how. It should be tied to your overall company objectives. Your strategy must be possible to implement and easy to communicate. While you can tweak your tactics, the strategy must always be clear.

2. Design your recruitment strategy with the outcome in mind. Can you
define the ideal candidate for your open position? If not, you need to do
that initial work before you build your recruitment strategy. Without an
ideal candidate profile, you are missing out on an opportunity to attract
the best candidates in your advertising content.

3. A job description describes the duties of the job, the daily tasks, and
other details about the position, and the competencies that candidates
need to have. A job description describes the position, while an ideal
candidate profile focuses on attracting the best candidates by getting
them excited about the company, the opportunity and the qualities
needed for success in the position.

4. There are many different ways to build your ideal candidate profile but
here are a few practical methods that we have used effectively:

5. 1. Assess your top performers in the open position by using a
comprehensive selection assessment like Prevue Assessment,
Profile XT or another talent assessment of your choice. The talent
assessment you use should offer valid and reliable assessments of
cognitive abilities, behavioral or personality characteristics, and work
motivations or passions.

6. Your ideal candidate profile will identify the qualities that your top
performers have in common. Here is an example of an ideal candidate
profile using this method: ability to solve complex problems, excellent
communicator, assertive, outgoing, decisive, independent, creative and
enterprising.

7. 2. Interview your top performers in the open position identifying the
qualities that they have in common. Here is an example of an ideal
candidate profile using this method: smart, open-minded, innovative,
entrepreneurial, productive and engaging.

8. 3. Use a sorting and prioritizing method like Focus Your Hiring
Interview to identify the qualities that you are looking for in your ideal
candidate. This method requires you to sort and prioritize qualities
related to people smarts, solutions, business, expertise and human
factors (i.e. behavioral traits).

9. You are simply identifying the qualities that you know will drive success
in the position. Here is an example of an ideal candidate profile using
this method: Open-mindedness, Courage, Integrity, Humility, Emotional
intelligence and Leadership.

10. Recruitment and Staffing Solution USA :
Without researching how to reach your ideal candidate, the above
methods will be much less effective. Try to get into your candidate’s
head: What are they looking at online? What social media do they use
most? What groups are they a part of?

11. What professional organizations or networking sites are they
participating in? Most importantly, how do they prefer to communicate?
Now you have a few different ways of creating your ideal candidate
profile. Advertise this profile to bring your ideal candidates into your
recruiting and selection process.