How To Define Your Recruitment Goals

Posted by The ConveyIQ Team

Have you taken the time to sit down and truly define your recruitment goals? You may know that certain jobs need to be completed, but you may not have gone through the trouble to understand why specific roles need to be filled or who should fill them.

Alternatively, maybe you have set some recruitment goals in the past, but it's been a while, and they need to be fine-tuned. You may find yourself taking over recruitment for a company who hasn't taken the time to define the goals they want.

No matter how you ended up in this position, it’s time to get serious about recruitment, and you can do this by clearly defining your recruitment goals.

Why You Need Clear Recruitment Goals

Let's start simply. Why do you need clear recruitment goals in the first place? Recruitment is expensive. The time you spend upfront getting clear on your goals pays off in the end because you can avoid trial and error and hire better candidates in the process. Clear recruitment goals save you time, money, and energy which allows your team to create a more effective hiring strategy.

Getting Clear On The Numbers Side Of Your Goals

One of the first parts of your recruitment goal you need to get clear on relates to numbers. How many employees are you trying to hire here? If you don’t have an exact number, it will be hard to quantify how your recruiters should spend their time.

You should always know what positions you have open now and what jobs you plan to have open in the future. Getting clear about these numbers allows your recruiters to act proactively instead of being reactionary.

What Is Your Average Turnover Rate?

First, you must know what your average turnover rate is. Hiring the same position over again is not growth. You cannot grow if you don't take your turnover rate into account as you recruit people. If you hire seven salespeople, but you lose five in the same period, you've just hired two salespeople.

Once you know your average turnover rate, you can factor it into the hiring equation. These numbers may not be thrilling to look at, but they are essential to know if you want to get your team out of their hiring rut.

How Much Do You Want Each Department To Grow?

Now that you know what your turnover rate is, you need to get clear on the ideal number you want for your team. Look at each department that you currently hire for, if it was working at capacity, how many employees would you have on staff? Chances are you are not presently reaching your highest potential, and there may even be a few vacancies on your team.

Vacancies impact your company in multiple ways. It puts unnecessary strain on your workers leading to higher stress and turnover, and your company could lose customers and money in the process.

Putting It All Together

Now, it’s time to see how hiring with turnover and growth in mind might work.

For example, you may want 25 customer service representatives by the end of 2019. You currently have 20 representatives, but you know you lose an average of two representatives each year. Instead of planning to hire five customer service representatives, you’d likely want to plan to hire seven customer service representatives.

Planning for the future isn't bleak; it's the best thing that you can do to protect the growth of your company. If you only plan for growth and not for turnover, you leave your company in a vulnerable position. You may not need to hire all seven employees. You can cross that bridge when you get to it. Planning to hire seven employees though, helps you easily navigate the world of hiring if your employees happen to turnover as expected.

Focusing On Employee Quality

When you are hiring employees, your goal is to be as selective as possible. You aren't trying to recruit everyone. You are seeking to hire employees who will live your brand values and positively contribute to your company.

It's vital that you spend time identifying your ideal worker. What skills do they have? What personality traits do they have? How will they treat your customers or their job duties?

It’s more than just knowing it when you see it. Sit down with your team to clearly define these employee qualities. Once you have them defined, stick with those qualities as you hire employees and grow your company.

Taking the time to be specific, define what qualities you want in employees, and putting these things down on paper will help you hire employees that go above and beyond your expectations.

What Stage Are You In Right Now?

It's necessary to understand what stage you are in your business. Your recruitment goals will change depending on what stage you are in. Fast-growing startups need different employees than a stable twenty-year-old company does. Your goals change as you move through the stages of your business, and you need different types of employees to go with those changes.

You want to hire workers who can help you conquer this stage in your business and grow with you as your company continues to evolve. Don't focus too hard on the transition because you may not have a clear expectation of when that will happen. If you happen to find an employee who can transition through the stages of your business though, that's a positive.

Focus On Building The Pipeline

Now that you understand your recruitment goals, you can spend time building your pipeline of talent. Use your defined recruitment goals as a guide as you communicate with potential employees. It’s essential to keep the lines of communication open even if you don’t have a current job opening. Building a talent pipeline means communicating with potential employees so that you have multiple options as soon a position opens up.

Once your potential employees become applicants, it's critical to communicate with them often. Check out our white paper that will help you optimize your application communication process.

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