The hiring process is not just a list of activities that need to be followed or worked on to fill the open positions; it’s a strategic step. Implementing a hiring strategy that is driven by ROI is an assured way of meeting business needs. Of course, there are no set rules to follow; it is a strategy or a framework that helps put things in perspective for recruitment as a business and drives the decision-making process.
Employee Selection Strategies
Recruiting and retention are getting tougher and tougher every day, and the reasons are multiple, impacting each and every stage of the hiring process, right from getting the job description approved to getting the candidate on board. A little retrospective outlook is undertaken; most of the time, recruitment is dealt with reactively rather than strategically.
The reason is, more often than not, the business pressure drives the talent acquisition leader. The usual response to such pressure is to pay attention to what causes the most embarrassment to the hiring team. The result diverts from getting the desired outcome to addressing the sneaking issues.
In effect, it just gets driven by the issues rather than a strategic outcome. It works very well with the MNC’s clients when they look at recruitment as a business process rather than just as a hiring process and link it with the ‘Return on Investment’ (ROI) to drive their actions.
Every business has a process that aims to meet the desired ROI. Good recruiting and retention strategies are all over the map and dependent upon what type of industry they are in, the reason for recruiting and retention (exec level, entry-level), the use of recruiting and retention resources that the MNCs have at their back (modern recruiting and retention software, paper-and-filing-cabinet), and lastly the market looks like for talent in MNC’s area. MNC’s needs will change – both as they grow, and as any of those factors that change.
