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3 strategies and tactics for Recruitment Process

What is Recruitment Process strategy?

Team success often hinges on the ability to develop and implement effective strategies and tactics. It's a bit like playing chess, except that you have more than 1 player on each side.

Finding the right Recruitment Process strategy can be daunting, especially when you're busy working on your day-to-day tasks. This is why we've curated a list of examples for your inspiration.

Copy these examples into your preferred tool, or utilize Tability to ensure you remain accountable.

How to write your own Recruitment Process strategy with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own strategies.

Recruitment Process strategy examples

You'll find below a list of Recruitment Process tactics. We also included action items for each template to make it more practical and useful.

Strategies and tactics for finding offshore and nearshore admin help

  • ⛳️ Strategy 1: Research potential locations

    • Identify key countries known for providing offshore and nearshore admin services
    • Evaluate the cost of living and labour markets in these countries
    • Research employment laws and regulations specific to administrative roles
    • Examine the cultural compatibility with your organisation
    • Assess the level of English proficiency in potential locations
    • Collect data on broadband and technological infrastructure
    • Consider different time zone alignments with your business operation hours
    • Research existing companies providing admin resources in these locations
    • Gather feedback from businesses similar to yours about their experiences
    • Identify any geopolitical risks associated with hiring in these regions

  • ⛳️ Strategy 2: Establish recruitment process

    • Define the scope and responsibilities of the administrative roles needed
    • Create a clear job description with necessary qualifications
    • Consider working with recruitment agencies specialising in offshore placements
    • Post job listings on international job boards and relevant social media platforms
    • Set up a system for initial screening of candidates
    • Develop a structured interview guide to assess candidates' skills
    • Incorporate remote interview technologies for convenience
    • Prepare a standardised test to evaluate administrative skills
    • Create an evaluation form for consistency in candidate assessment
    • Set up a timeline for the recruitment and decision-making process

  • ⛳️ Strategy 3: Implement onboarding and training

    • Develop a comprehensive onboarding programme tailored to remote workers
    • Create training modules to familiarise new hires with company software and tools
    • Assign a mentor or buddy to guide new hires through the initial period
    • Schedule regular check-ins to evaluate progress and address challenges
    • Use collaborative tools for effective communication and project management
    • Establish a feedback mechanism for continuous improvement
    • Set clear performance metrics and KPIs
    • Foster a company culture that includes and values remote employees
    • Ensure compliance with international employment and tax regulations
    • Organise virtual team-building activities to encourage team integration
offshore-supportrecruitment-processrecruiterhr-manageradministrative-teamonboarding-team
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Strategies and tactics for developing a Comprehensive Strategic Plan for Marketing and Communications

  • ⛳️ Strategy 1: Strengthen brand recognition and awareness

    • Conduct a brand audit to identify strengths and areas for improvement
    • Create a unified branding guideline to be distributed across all departments
    • Organise a series of brand-focused workshops for FNU staff
    • Develop a consistent messaging strategy highlighting FNU's dual roles
    • Engage professional designers to update FNU's visual identity
    • Leverage successful alumni stories in marketing materials and campaigns
    • Launch a digital campaign featuring student testimonials and experiences
    • Collaborate with influencers and media for broader reach
    • Use targeted social media ads to reach potential students
    • Monitor brand perception through regular surveys and social listening

  • ⛳️ Strategy 2: Enhance stakeholder engagement and partnerships

    • Map out key stakeholders and create a targeted engagement plan
    • Develop an alumni relations strategy that includes networking events
    • Launch a newsletter for staff, students, and alumni to foster connection
    • Establish partnerships with local and international businesses
    • Organise industry panels and talks at FNU to increase visibility
    • Promote collaborative research initiatives with partner institutions
    • Host bi-annual stakeholder forums to discuss university progress
    • Develop student ambassador programs to engage current and prospective students
    • Launch campaigns highlighting student achievements in local communities
    • Implement stakeholder feedback mechanisms to improve relationships

  • ⛳️ Strategy 3: Drive a digital transformation and innovation in marketing

    • Adopt advanced digital marketing tools and platforms
    • Create a dedicated content team for social media management
    • Introduce monthly podcasts focusing on trends and experiences at FNU
    • Enhance the FNU website with a user-friendly experience
    • Run SEO and content marketing campaigns to increase organic reach
    • Engage in targeted email marketing for different audience segments
    • Invest in analytics tools to assess digital campaign performance
    • Produce engaging video content showcasing the university's offerings
    • Use virtual reality for interactive virtual tours of campus facilities
    • Launch digital education initiatives to support online learning goals
brand-recognitiondigital-transformationmarketing-managercommunications-specialistpublic-relationsdigital-marketing
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Strategies and tactics for implementing a Recruitment Strategy for Animal Emergency Australia

  • ⛳️ Strategy 1: Utilise multi-channel sourcing

    • Partner with job boards like Seek, Indeed, and Kookaburra to post job openings
    • Establish partnerships with universities for a steady flow of graduate placements
    • Target international markets such as the UK, US, and Canada through social media campaigns
    • Develop an international recruitment campaign focusing on relocation packages
    • Create video content showcasing AEA as a preferred employer
    • Host webinars and virtual career fairs to engage with potential candidates
    • Build a database of passive candidates for future opportunities
    • Collaborate with international recruitment agencies
    • Utilise employee referrals to access local and international talent
    • Review and analyse recruitment metric data to refine strategies

  • ⛳️ Strategy 2: Enhance employer branding and workplace culture

    • Develop a compelling Employee Value Proposition focusing on professional growth
    • Share regular employee success stories on social media platforms
    • Expand mental health initiatives and psychological support programs
    • Organise regular team-building activities and social events
    • Establish a recognition program to reward outstanding contributions
    • Conduct employee surveys to assess satisfaction and gather feedback
    • Regularly review and adjust compensation to remain competitive
    • Offer employee perks such as pet care discounts and health resources
    • Increase presence on employer-review platforms like Glassdoor to improve ratings
    • Implement communication channels to enhance employee morale and engagement

  • ⛳️ Strategy 3: Improve candidate experience and streamline the recruitment process

    • Create a mobile-friendly application process with minimal steps
    • Implement an AI chatbot for initial candidate queries and FAQs
    • Launch a candidate portal for real-time updates during the recruitment process
    • Ensure feedback is provided to candidates within 5 business days after interviews
    • Develop a structured onboarding program with assigned mentors
    • Conduct 90-day post-hire reviews to assess onboarding effectiveness
    • Monitor application drop-off rates and adjust processes to reduce barriers
    • Implement regular candidate experience surveys to gather feedback
    • Standardise communication templates for timely and consistent messaging
    • Introduce automation tools to schedule interviews and manage candidate workflow
recruitmentemployer-brandingrecruitment-managertalent-acquisition-specialisthuman-resourcesmarketing
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How to track your Recruitment Process strategies and tactics

Having a plan is one thing, sticking to it is another.

Having a good strategy is only half the effort. You'll increase significantly your chances of success if you commit to a weekly check-in process.

A tool like Tability can also help you by combining AI and goal-setting to keep you on track.

More strategies recently published

We have more templates to help you draft your team goals and OKRs.

Planning resources

OKRs are a great way to translate strategies into measurable goals. Here are a list of resources to help you adopt the OKR framework:

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