Strategic recruitment involves leveraging three key elements - skilled selling, employer branding, and recruitment marketing - to attract and identify top talent in a highly competitive job market. It is a marketing-based recruitment strategy aimed at sourcing the best possible candidates for a company, thereby enabling it to thrive in a dynamic market environment.
A transactional recruiter is a type of recruiter who is responsible for filling a high volume of job openings quickly. They focus on sourcing, screening, and placing candidates for specific job requisitions. Unlike strategic recruiters who focus on building long-term relationships with candidates and clients, transactional recruiters work on a job-by-job basis and are primarily focused on filling positions as quickly and efficiently as possible. Transactional recruiters and strategic recruiters have different focuses and responsibilities, but there are ways that transactional recruiters can improve their skills and become more effective as strategic recruiters.
Here are some tips on how to improve the quality and potential of transactional recruiters to strategic recruiters:
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Develop a deep understanding of the organization: To become a strategic recruiter, transactional recruiters need to have a deep understanding of the organization's culture, goals, and values. This knowledge will enable them to identify candidates who are a good fit for the organization and communicate the company's values to potential candidates.
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Build long-term relationships with candidates: Unlike transactional recruiters, strategic recruiters focus on building long-term relationships with candidates. This requires regular communication, even when there are no immediate job openings. By building strong relationships with candidates, strategic recruiters can create a talent pool that they can tap into when new positions become available.
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Expand recruiting sources: Transactional recruiters often rely on job boards and other traditional recruiting sources. Strategic recruiters, on the other hand, use a variety of sources, including social media, referrals, and networking events. By expanding their recruiting sources, transactional recruiters can attract a more diverse pool of candidates.
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Develop strong employer branding: Strategic recruiters focus on building a strong employer brand that attracts top talent to the organization. Transactional recruiters can contribute to this effort by promoting the organization's culture, values, and benefits to potential candidates.
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Collaborate with hiring managers & stake holders: To be effective as strategic recruiters, transactional recruiters need to work closely with hiring managers, line managers & stake holders to understand their hiring needs, business needs and preferences. This collaboration enables them to identify the best candidates for each position and ensure a smooth hiring process.
In summary, to improve the quality and potential of transactional recruiters to strategic recruiters, they should focus on developing a deep understanding of the organization, building long-term relationships with candidates, expanding recruiting sources, developing strong employer branding, and collaborating with hiring managers. By following these tips, transactional recruiters can become more effective as strategic recruiters and drive better hiring outcomes for their organizations.
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Sarla Sharma - A people person, ambitious and driven. thrives on challenge and constantly set goals for herself, so she has something to strive towards. She is never comfortable with settling, and is always looking for an opportunity to do better and achieve greatness
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