It’s a well- known fact that to master one thing you have to solely focus on it, and give it sufficient time. Targeted recruitment is the perfect example for this.
It’s a process by which organisations pay particular attention to individuals with certain characteristics when selecting them to fill a job position. These candidates can be minorities, people with disabilities, or candidates with specific skills. Why do companies do targeted recruitment?
The main goal is to diversify the workforce by creating a pool of varied individuals who can work in harmony. This can also be used to the advantage of a firm to improve its image by showcasing that it embraces diversity in all shapes and forms. However, targeted recruitment may look like a simple process, but it has complex layers to it if you want to do it right!
Approach-Here’s how companies should approach Targeted Recruitment:
Even though targeted recruitments provide better results while searching for a potential candidate, as there are specifications which can be blindly followed, many companies choose non- targeted recruitment, where they hire candidate in bulk only to lay them off after a short period of time. The recruitment follows again, costing more funds, energy, and the precious times of recruiters.
Benefits-There are one-to-many benefits of Targeted Recruitment:
Recruitment is one of the most important functions of an organization. Every hire within an organization is a key hire. Every employee has potential. Every employee has contact with internal and external customers. Hiring an employee should not be about chance, guesses, hunches, or estimations. But, hiring can be about observation, trial runs, communication of job goals and clarity of fit. Here’s where Targeted Recruitment sweeps in to minimize time, and maximise organisational competitive advantage along with the probability of delivering better candidate experience.