How to Balance Your Hiring Needs and Prioritise Recruiting Efforts

Posted by Khoa Tran on

Everyone expects the HR department to find replacements instantly when there is a job opening. Reality is there are a lot of tasks that engross every HR professional, leaving them very little time to find potential talents. Let's face it, no matter how hard you try, or how much resources your company has, you simply just can't fulfil every single vacant position.

Read more: 3 Key Recruiting Challenges Facing Vietnamese Businesses Today

How to prioritise recruitment

Not every job is created equal; certain jobs are just harder to fill. That is the reason why many organisations set up their own recruiting team for high stake jobs and ask for support from a recruitment agency for the rest. Strategically determining which jobs are best recruited in-house versus externally requires some serious prioritisation.

Prioritise based on the level of job impact

Just like how you would do your normal, daily work, prioritisation enables you to tackle all of the tasks more efficiently. When there are multiple jobs become available at the same time, determining which position is more important/ in immediate need, before moving to the next step, is a more viable option than trying to handle everything all at once.

A simple method to help you and the recruiting team to prioritise hiring needs effectively is to analyse the job impact and categorise them into either “high” or “low impact” section. Once identified, the HR team can decide to outsource the hiring effort, execute your hiring strategy accordingly, and prioritise fulfilling only the higher impact positions.

To categorise whether a position has a high or low impact, discuss among your team members or with department leaders the following questions:

  • Does the job require the candidate to possess a unique skill set?
  • Is it easy to find a replacement from the marketplace?
  • Is it a commercial position or the position can generate revenue, which in turns, directly impacts the company's bottom line?
  • Can we leave the position empty? Does it require support from the existing staff to cover for the person?

Examples of high impact jobs can be researchers, engineers, salespeople; low impact jobs can be phone operators, security guards, deliverymen, etc.

Read more: Unstructured interviews reflect the unfairness in hiring

Prioritisation - How to do it right?

To get into the habit of prioritising, the recruiters can follow these steps:

  • Have an understanding of every position your company is currently holding, complete with everyone's job title, functions, and job descriptions.
  • Frequently update the "open positions" list.
  • Set up a meeting with hiring managers and business leaders to review the importance and the impact of each position. To simplify this step, the recruiter can draft a simple four-quadrant table to help with the job allocation.

How to prioritise recruitment

The meeting with all leaders is to eliminate any information silo and openly discuss, feedback on the hiring issues. The leaders can use this chance to clarify the type of candidate that would best fit the team, the company, and its culture. Factors such as the candidate persona, their KSAs, as well as a plan for interviews for such candidates.

Once the mapping is done, it should be fairly straightforward for the recruiting team to proceed with the next step in their plan.

Read more: Impacts of pre-hire assessments on candidate experience

With the rate technologies advance nowadays, HR professionals can leverage various talent management solutions currently available to lighten their workload, increase the quality of recruitment whilst retain their top performers.

With TRG’s Talent Management Solutions, you can (1) select the right people for the right jobs, which in turns, can help them maximise their potential, increase productivity, and (2) identify the employee’s skill gaps in order to draft the appropriate development plan for each individual.

Interested in learning more about our solutions? Request a demo today!


Topics: Talent Management

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 Rick Yvanovich
 /Founder & CEO/

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