building a resourcing strategy

A resourcing strategy – and a recruitment policy – helps you understand future staffing needs and work out how to ensure those needs are met. The policy should be consistent and transparent, reflect the organisation’s mission and values, and comply with employment law regulations.

The resourcing strategy broadly states the goals that the organisation aims to achieve through recruitment. This could be by external recruitment or developing existing employees; working with the whole organisation to understand its current and future needs; and ways of addressing resourcing (both by filling vacancies and also through the wider needs and expectations of candidates).

The policy should make the recruitment process transparent for applicants and employees; demonstrate consistency across the organisation’s sectors; extend information about the organisation’s recruitment strategy; and integrate with strategic and operational objectives. Finally, check that your resourcing policy chimes with your employer brand, and that your organisation is fulfilling those ambitions and values.

tips for building a successful candidate resourcing strategy

  • resourcing needs a champion: whatever the size of your organisation, make sure someone is specifically in charge of resourcing
  • what makes you stand out? Narrow down the employer brand and EVP to determine what your company offers to employees, and where it beats the competition 
  • do you really need someone new? Can you fill any gaps between need and provision by adjusting existing roles, providing training, flexible working, or creating career paths to build loyalty and enhance your employer brand?
  • don’t reinvent the wheel: develop an internal pool of candidates by using internal referral schemes and contacting employees who have previously applied for internal roles when a new vacancy occurs
  • build a talent pool: consider establishing relationships with graduates, past employees and contacts through networking events to contact when a vacancy arises as some roles can be harder to fill than others
  • monitor and streamline: Keep a schedule of hiring practices and expenditure to gauge the most successful and cost-effective channels
  • the recruiter’s recruiter: when selecting a recruitment agency, look for one expert in your industry that offers a genuine partnership, based on longer-term resourcing needs.

If there is more than one person in your organisation who can hire new recruits, make sure any changes to the hiring processes are communicated effectively. As part of the strategy, it’s important to have a clear understanding of the current marketplace and what your business may need in terms of talent for the short and long term. The same goes for your organisation's targets, projects and relevant timescales, and how these link to future vacancies.

Ensure consistency of process, including job specifications, salary and benefit specifications, and person specifications, and consider your employer brand (what attracts and retains talent in your business), ensuring your recruitment process, marketing and branding are all connected to help achieve your goals.

A useful feeder to your resource strategy should be that you conduct regular reviews with existing employees to understand what it is about the organisation that attracted them as candidates and what encourages them to stay: their priorities may change over time. You can also enable employees to fulfil this process themselves, with a standard feedback form that they can access when they, not only their employer, feels the need.


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