An employee recruitment strategy is defined in simple terms as a well-defined, carefully planned action plan for successfully and efficiently identifying potential talent pools, and then attracting the best-fitted talent onboard quickly and economically. Also called an applicant tracking system, it's not just a one-time, once-off approach for any particular procedure or case. It's designed to be flexible enough to adjust as circumstances dictate - that is, as long as those circumstances do not contradict the general business strategy. In other words, if a particular candidate doesn't meet pre-defined criteria, or a particular applicant isn't able to meet minimum eligibility, or any number of similar criteria, a more sophisticated, dynamic recruiting software solution will automatically "trick" the system to recognize such an incongruity, and thus "pre-screen" the potential new employee or applicants.
The best way to describe such a strategic process in practical terms is to look at it as a sort of search engine optimization for the human resource industry. A good employee recruitment strategy "treats" each prospective candidate like a search engine - by allowing the potential candidates to submit their personal and professional information and for which job titles they're interested, to be able to receive "hits" on their profile. When these potential candidates "lend" themselves to the system and submit appropriate, pertinent information, the employee recruitment strategy "spends" this information by utilizing sophisticated technology to analyze the data returned, to identify hot prospects, and to quickly prioritize each potential candidate for follow-up - often in real time, to allow for the expedient placement of the most qualified potential candidates on the company's desks.
For a small business, the recruitment process can be particularly cumbersome, especially when those candidates reviews begin running in earnest. With a comprehensive employee recruitment strategy, however, the overall recruitment efforts can be streamlined to a considerable degree. It's simply a matter of establishing a baseline of targeted candidate data, evaluating that data, and - when necessary - refining the criteria used to rank each of those candidates. In some cases, the strategy can even go so far as to remove candidates from the pool entirely, when that becomes necessary in order to make room for the hottest talent available. By streamlining the entire recruitment process, a business can greatly reduce its recruiting cost.