Recruitment targeting refers to
targeting
job seekers as part of
recruitment marketing
and conducting strategic recruitment activities.
Recruitment targeting process
I will explain the general flow of recruitment targeting.
1. Selection of desired target image
First, determine the target image of the job seeker you are looking for. This is a common entry point for all companies when it comes to recruiting, but at this stage, it’s okay to just make a rough decision, such as whether you want a sales position or an engineer in the field.
2. Clarification of recruitment criteria
Even if the target image is rough, the recruitment criteria that form the basis of the recruitment strategy need to be clearly defined. Traditionally, hiring requirements have been categorized into three categories: skills, experience, and personality, and during recruitment activities, recruitment criteria have been set such as “total score on the TOEIC”, “how many years of sales experience”, and “bright and sociable”. However, in recent years, in addition to this, many companies have added high engagement as a criterion by clarifying and communicating the values that the company considers important. I am. The stricter the recruitment criteria, the smaller the target population becomes, so a method is to prepare minimum standards and ideal standards, and then decide how far to compromise based on the current recruitment situation. It is often taken.
3. Setting specific goals
For example, after considering short-term and long-term goals, you can make detailed company-wide decisions such as how many people are needed in which department and by when, whether new graduates will be trained carefully, or whether they will be immediately available. , you will be able to acquire human resources that are more suited to your company. Nowadays, with the number of year-round recruitment expected to increase, recruitment activities become a long process, so it is necessary to flexibly adjust the course while comparing the current situation with the target.
4. Selection of recruitment method
There are now a wide variety of recruitment methods, and new concepts are emerging one after another. This does not mean that it is no good because it is an old method, but it is important to carefully gather information about the latest methods such as
owned media
and
referral recruitment
, and consider the best recruitment method for your company by combining existing methods.
5. Creating a follow-up system after job offer/joining
Now that the turnover rate is increasing, it is important to have a follow-up system in place after job offers and employment. Even after receiving a job offer, you can communicate regularly and try to interact with senior employees to create an open atmosphere within the company, which will instill a positive image for you after joining the company and improve
engagement
and motivation.
Reference article
