candidate resourcing strategy

A resourcing strategy is a way of identifying future staffing needs and working out how to ensure those needs are met – whether by external recruitment or developing existing employees; working with the whole organisation to understand its current and future needs; addressing resourcing not only in terms of filling vacancies but also through the wider needs and expectations of candidates.

top tips for building a successful candidate resourcing strategy

  • whatever your organisation’s size, make sure someone is specifically in charge of resourcing
  • narrow down the employer brand and EVP to determine what your company offers to employees – i.e. why should people prefer you to a competitor?
  • 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?
  • 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
  • for hard-to-fill roles, consider establishing relationships with graduates, past employees and contacts through networking events to build a talent pool to contact when a vacancy arises
  • monitor hiring practices and expenditure to gauge the most successful and cost-effective channels
  • when selecting a recruitment agency, look for one expert in your industry that offers a genuine partnership, based on longer-term recruitment needs 

before recruitment

Before commencing recruitment, ask yourself the following questions:

  • is this a replacement position?
  • would the organisation benefit if the role was altered?
  • what skills, competencies, knowledge and experience, including soft skills and behaviours, are required?

Once these questions are answered:

  • prepare an up-to-date job specification detailing tasks, reporting lines, areas of responsibility and performance criteria
  • prepare a person specification describing the behaviours and attributes the successful applicant should possess
  • determine how to source candidates for the vacancy, taking into account your recruitment strategy
  • understand your recruitment policy - some organisations may insist all vacancies are first advertised internally and some may insist all vacancies are advertised externally, and no preference shown to internal candidates
  • if your organisation is affiliated with a recognised trade union check whether anything in the union agreement might affect the recruitment process


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