How WealthBankers is helping employers develop solid recruitment strategy

In business, everything revolves around profit margins, overheads, and expenditure. Employers always try to maximize gains with every chance they get. They often develop new marketing and sales strategies all in a bid to make more money.

However, as WealthBankersJob Arena stated, more employers are beginning to find out that the effectiveness and efficiency of their strategies are solely dependent on the employees who are going to execute them. This realization has given rise to the need for a solid recruitment strategy.

What is a recruitment strategy one may ask? A recruitment strategy is simply a set procedures and techniques that are structured to ensure that employers and the HR department hire highly qualified candidates with the requisite hard and soft skills that dovetail with the organization’s culture and setup.

“It must be noted that a recruitment strategy goes beyond just securing new hires. It encompasses all activities from the anticipation of a vacancy opening up till the moment the position is filled and only ends when the new recruit is properly oriented to the organization’s culture”, said Theodore Adrohu, HR expert, WealthBankers Job Arena.

The reasons for developing a recruitment strategy is quite straightforward if you understand how beneficial it is. For starters, recruitment is a very costly and time-consuming affair. When a vital position is left unfilled for too long, this will lead to the loss of revenue as it may have a direct impact on either decision-making or revenue generation of management.

Depending on the position, WealthBankers Job Arena data analysis shows that it takes an average of 3 weeks to 2 months to secure the best hire. The period stipulated here does not take into account when the position became vacant or when the vacancy was posted. This period refers to the time frame from when the first applications start trickling in until the final offer of the job. The main goal of the recruitment strategyis to find the top recruitment opportunities, recruiting the best applicants and keeping the organization competitive in the job market.

Your recruitment strategy is considered poor when the failure/quit rate of the new employees is high. If new workers are fired or willingly quit within first few months, regardless of their output, then the recruitment strategy cannot be considered effective. Ineffectual hiring not only leads you to rehire for the same job but will also increase the cost of recruitment, as you have to begin the process all over.

Bad hiring practices lead to losses in relation to not only revenue generated from critical decision making but it then also means you will miss other strategic opportunities to make money. There is no promise that interviewees who did well in during the hiring process will do well on the job. Human resource experts at WealthBankers Job Arena stated that it is essential that new personnel are given a proper induction to the work ethics and tasks before they begin to play their actual roles in the organization.

Most employers complain in this regard, concerning the waste of resources on hiring applicants who turn out to be a bad fit for their organization. WealthBankers Job Arena took up the primary objective of providing a platform where employers and job seekers can interact and find the best fit. This greatly favors the employers who are turning to them when they want to recruit.

Operating in 19 different English speaking African countries, WealthBankers Job Arena provides a huge candidate list for employers. They also have a career guidance and counseling page that has several in-depth articles that talk about several issues confronting the employment industry. Helping employers develop a solid recruitment strategy is high up on their agenda and they have several articles dedicated to building a tailored recruitment strategy that will work for your organization.