top of page
  • Evan Wirig

Recruitment and Selection Strategies for the Modern Workforce

Today's workforce is a far cry from the days when employees were expected to work long hours without question. The recruitment and selection strategies that worked in the past are no longer effective—and companies that fail to adapt to this new reality will suffer.

So the question becomes, how you can implement a modernized recruitment strategy that attracts and retains top talent while also improving your bottom line by enhancing employee engagement levels?

The Traditional Recruitment And Selection Process Is Outdated

In today's fast-paced business world, the traditional recruitment and selection process is outdated. It's slow, expensive, and ineffective at filling jobs quickly.

The traditional process involves advertising the vacancy in newspapers or on job boards, waiting for applications to come in, screening these applications, interviewing candidates (possibly more than once), conducting reference checks with former employers, making offers based on what you learned during interviews, onboarding new hires into your organization, and training them before they are ready to work independently as part of your team.

This entire process can take weeks (or even months) depending on how quickly you hire someone who will be able to start working immediately versus someone who needs extensive training first. In addition, there are many different steps involved in this process. And each step takes time away from other projects within your organization that need attention, too!

The "Traditional" Selection Process Does Not Create An Engaged Workforce

If you're looking to create a more productive, innovative and diverse workforce, it's time to rethink your recruitment and selection strategies.

There are many reasons why traditional processes do not create the most engaged workforce. In fact, they can actually be counterproductive if they don't align with your organization's values and culture:

  • They focus on skills rather than values - Skills are important but they're only one part of what makes someone successful on the job; other factors such as attitude and personality matter too! This can lead companies down an unfortunate path where they hire people who might not be a good fit for their culture because those candidates have all of their technical requirements down pat (and then wonder why turnover rates are so high).

  • They rely heavily on past experience - This means that many talented individuals won't even get considered because their previous jobs didn't involve all of the skills required by yours--even though those same individuals may have developed other relevant abilities over time through self-study or side projects (which are often overlooked in interviews).

Do Not Overlook Today's Workforce

Today's workforce is different than it used to be. It's no longer a given that employees are looking for just a job. They want a career. They want to be part of a team that values their contributions. They expect to be treated with respect and dignity by their employers, not just as employees but as people who have lives outside of work and deserve some time off now and then.

To succeed in today's competitive recruitment environment, you need to understand these changes and how they affect your recruiting strategies.

Attract And Retain Top Talent

Recruitment and selection are two sides of the same coin. Before you can begin to attract top talent, you need to know what it is that makes them tick and what they need from their jobs. For instance, if your company has a reputation for being innovative and forward-thinking, this may be attractive to many types of employees but only if they really believe in what you're doing!

You also need to consider what kind of person would thrive in your environment. Are there certain personality traits or skillsets that will help them succeed? What kinds of people tend not work out well at this place? If possible (and legal), try testing candidates' compatibility with your company culture before hiring them so as not waste either party's time later on down the line when things go sour due to poor fit between employee and company or values, needs, goals, and so on).


By implementing a new approach to recruiting and selecting employees, you can attract and retain top talent, which will have a positive impact on your bottom line.

If you are looking for a professional in Human Resources that can help provide a concise plan to improve recruitment and onboarding for your organization, contact Executive Compass, an executive-level HR specialty firm strategically designed to navigate business in today’s complicated and ever-changing working world. From recruitment and onboarding to employee benefits, organizational development, and employee relations, there’s no step in the business life cycle that Executive Compass is not equipped to handle. Contact Executive Compass by visiting, calling 760-504-6352, or emailing

4 views0 comments
bottom of page