Recruitment Strategy and Execution

In-house recruiters in China aspire to do more and more strategic work while their individual execution is far from desirable. However, only a properly executed recruitment strategy will ensure a pipeline of high-quality Candidates and availability of helpful data for the HR team to increase operational efficiency and effectiveness of the department’s resource allocation.

Thus, recruiters must realize that in order for them to contribute to strategic decision making and an assessment of the recruitment strategy, they must start excelling at the execution role. To guide in-house recruiters on a path to success, ask them to incorporate the following activities in their daily work:
• Using established protocols in conducting recruitment.
• Observing all recruitment procedures rigorously.
• Assuring consistent collection of information.
• Maintaining cold call logs.
• Gathering and documenting all referral forms regardless of outcome.

After all, without sufficient and up-to-date information, strategic questions such as the ones listed below cannot be answered satisfactorily:
• Are we reaching the right talent?
• Are we in the right place?
• Is the right message being delivered?
• Are we delivering the message in the right manner?

Any strategy without proper execution is meaningless. In the same light, execution without a strategy is a mess.