How to define hiring objectives that align with business objectives

When companies recruit high-performing, competent candidates, it streamlines the business processes, enables employees’ professional growth, and supports the long-term business goals. It is a win-win situation. That is why businesses and recruitment teams now aim to develop practical and sustainable hiring objectives that can help companies and careers grow. In this article, we elaborate on how companies can define and implement hiring objectives that align with their business objectives.

When companies recruit high-performing, competent candidates, it streamlines the business processes, enables employees’ professional growth, and supports long-term business goals. It is a win-win situation. That is why businesses and recruitment teams now aim to develop practical hiring objectives that can help companies and careers grow. In this article, we elaborate on how companies can define and implement recruitment goals that align with their business goals. What are hiring objectives? 

What are hiring objectives?

Hiring objectives are goals that help businesses hire the right talent for open positions. They can vary according to the particular business needs and objectives, while also being mindful of the potential applicant’s needs and preferences. Having well-defined hiring objectives leads to wise recruitment decisions, which ultimately amplifies the growth strategy of a business. Here are some key hiring objectives to figure out the particular objectives of recruitment for an organization. 

Build an A-team 

Whether it be HR, IT, or finance, good teams increase productivity and efficiency, leading to better outputs and revenue. Also, recruiters have recognized that great talent works well in teams. When looking for great talent, prioritize building a great team as the main goal. The objective can be implemented by tracking team players in the recruitment and selection process. At the same time, consistently work on creating healthy team dynamics within the company.

That is how we do it here at Xpheno.

Search for candidates who are a cultural fit

Another important objective should be recruiting candidates whose personal goals and values are in tune with the organization’s goals and objectives. This can be accomplished by first focusing on creating a healthy and inclusive workplace environment. This would ensure that the good talent gets a chance to mingle within the new environment. Inefficient employee integration into the company culture is the biggest huddle in employee retention. 

Focus on building relationships

If the business goals demand building strong relationships with customers, your hiring strategy would call for the same. When recruiters and businesses focus on building relationships it not only draws the candidates, it leads to long-term benefits for the business. Recruiters can prioritize building relationships by structuring a process that makes the candidates feel appreciated. 

Here are a few steps to build professional relationships during the recruitment process.

• Approach in a friendly and personalized way
• Keep the first pitch direct and concise. 
• Really read through the resume.
• Know about their career ambitions, interests, and hobbies
• Effectively engage during the interview
• Keep them updated on the process

Building respectful relationships with candidates is also crucial for brand reputation. Even when the relationship building doesn’t lead to employment, it could instill interest in them and their network for future openings at the company, adding to the talent pool of the organization.

Employer Branding

This brings us to another important recruitment goal to have. Employer branding, a subset of business branding, is to ensure a brand perception of being a ‘great place to work’. This perception is through implementing effective employee growth and development strategies, providing a smooth onboarding experience to fresher employees, and developing a positive and inclusive work environment. Engaging in conversations about these initiatives in the media and social platforms.

Leadership development

It is well known that high-performing candidates value growth and development opportunities even more than high compensation and other attractive benefits. Therefore, getting clarity on the career goals of the candidate and explaining the scope for future positions and opportunities at the company are equally important. As said before, candidate growth and business growth go hand in hand. Therefore, also make sure to optimize the hiring funnel to find candidates that possess a learning mindset and leadership characteristics such as proactiveness, motivation, and responsibility. 

Save time and other resources 

Strategic cost reduction is another recruitment object aiming to lower the cost of recruitment without hampering the quality of hire. Companies pay attention to their cost-per-hire ratio to set up improved methods and techniques. Digital media has made adhering to the recruitment budget easier than ever. You can:

• Post jobs on social media
• Automate resume shortlisting 
• Conduct virtual interviews 

Having well-set recruitment objectives also helps in hiring the right candidates, that in turn reduces the costs related to employee turnover rate.

Avoid surprises:

Another important factor to reduce the hiring cost is to ensure proper communication of employment details to the candidates. Some companies might provide misleading information about employee benefits and company culture to attract candidates. This usually backfires by increasing employee turnover. 

Find quality talent

The most obvious objective of recruitment is to hire skilled talent for the organization. However, in order to achieve this bigger objective, companies have to set up actionable goals in their recruitment strategy. Such as

• Improving the talent assessment techniques: Setting up parameters for talent assessment, focusing on skills and core competencies, and making sure that recruiters’ personal biases don’t get in the way. 
• Building a thriving talent pool: Building a talent community with competent candidates that are unable to join the company at present but could be a great fit for future open positions.

Adapt the strategy as you go

As businesses have different business objectives, establishing the hiring objectives best for business is something that could take a lot of trial and error. To best adapt the hiring strategy, you have to analyze what works and what doesn’t. So, keep setting up new goals and objectives for recruitment. Over a period of time, you get a clearer picture of the approach and objectives that best suit the organization’s goals. Xpheno provides staffing solutions for companies that are looking to streamline and optimize their recruitment strategies. Click here to learn more about our recruitment solutions, or contact us at engage@xpheno.com.