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When you invest all your creative and intelligent efforts in a long-term recruitment strategy guide, it’s easier to scout sustainable talent. Such a person will join a firm for its culture, ethics, vision, and mission. They are abreast with the achievements of the firm; the job profile might be close to their dream job as well. 

So, for recruiters, it is important to know the tips and importance of implementing and executing a long-term recruitment plan. 

With the successful implementation of filling long-term roles or hard-to-fill positions, recruiters score an irreplaceable talent. However, the offer, work culture, and ethics have to align with the individual’s goals or vice-versa. 

If you have similar thoughts or worries about recruiting the best talent for the long term at a cost-effective rate and streamlining the process for faster TAT, read the post ahead. 

You’re sure to get more insights below on what is a long-term recruitment strategy and how to build it from scratch with a smart human resources management software system like ours in place. 

Also read: Prepare for recruiting in 2024

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What is a long-term recruitment strategy guide?

A long-term recruitment strategy guide shows you the roadmap to plan for the next best talent in your organisation. It will guide you through the approaches to implement the hiring process and plan in a way that you scout high-class talent for the long run. 

You will be planning to fill challenging and non-linear positions in the organisation with the help of a long-term recruitment strategy. 

In fact, when you are a growing organisation and hiring continuously from one season to another, this can be a guide that becomes useful to you. 

As a hiring manager, you might be hiring for your firm or multiple other clients. The long-term recruitment plan puts you in line with everyone’s hiring goals for the year. 

With a long-term hiring strategy, you know what type of talent you want to hire, how many of those you can afford to onboard during a tenure, what roles they would be executing, and what type of output the organisation must be expecting from them, in the long run, to optimise and utilise the hiring portals and cost-effectively.

Why invest in a long-term recruitment strategy guide?

  • You need long-term and sustainable talent. 

Device a long-term recruitment strategy when you are hiring for a sustainable position. You need serious retainers in your organisation that can hold their fort in the company for 3-7 years. Such talent is unmissable and hard to catch. 

But with the right offer, tech tools, and skill development plans, you can know the aspirations of these candidates and hire them for the greater future of the organisation. 

  • The roles are hard to fill and optimise in a short period. 

You are planning for a long-term hiring strategy because the roles are not easy to fill. The job descriptions are non-linear and might change with the industry norms. AI Suggest helps you generate the job descriptions for such roles depending on what the industry is demanding. 

However, what matters more is the talent and their intent to get onboarded for a challenging role. If that aligns with your hiring goals this year, then only you can fill the complex and changing job roles of a position. 

  • You are hiring for senior and strategic roles to reshape the organisation’s outlook. 

A long-term recruitment strategy guide helps you to hunt, scout, and staff CXO-level candidates. You know that you’re hiring people for their transferable and unmissable talent. These skills are required more in strategic and managerial positions. 

So, that is why you need a long-term plan to know the type, source, and tenure of the talent you’re hiring, along with the skills and competencies they have and want to develop during their journey with your organisation. 

  • Your organisation operates on a leaner business model. 

When your organisation does not want to hire more, it wants to achieve more with fewer people. The lesser headcount in the company means each person must have diverse talent and skills. They must also be reliable, sustainable, and loyal to the firm. 

For that, you need a clear, concise, and complete recruiting strategy for the long term to hire talent that doesn’t ditch. 

Rather, you need talent with equal need and demand to stay around for 3-7 years and shape their career with the right tech tools which your firm can offer. 

  • You want to build a team of retainers. 

When you hire for a long term, you want to onboard those who are loyal retainers. That way, an organisation can cut down the cost of hiring new talent for a few years. However, the same organisation can work with gig workers and freelancers at the same time to keep checking up on the talent that is brewing in the market for a new perspective and lens. 

With the retainers, there is hyper-sustainability and stability in the organisation. Such organisations are focusing on building a feeling of belonging, extended family, togetherness like a close-knit community. 

That way, people working together are becoming real-life friends, partners, and acquaintances. Such organisations thrive and sustain any kind of economic upheaval or turmoil because they have hired reliable talent for long-term survival. 

  • You want to focus on creating multipliers in your organisation. 

A long-term recruitment strategy guide is important when you want to create a community of multipliers in your organisation. Multipliers are those who work on the principle of multiplication. With every added resource or tool, the output has to be multiplied instead of simply being added. 

In short, a multiplier person will create more multipliers around them and focus on bringing out the best potential out of each person they work with. That way, the organisation does not have to hire more resources every time there is a new set or kind of predicament which the unit has to face. 

Multipliers will always have a proactive approach to tackle complexities in the business. They will focus on developing new solutions for the same old problems and delivering projects faster than before. 

It means there is a constant surge or wave of continuous learning and experimentation when you are hiring multipliers. They are seldom or never in their comfort zone. You will find multipliers working and experimenting with new ways to complete the older projects. That way, there is always a fresh set of perspectives in the organisation without having to hire new talent from the market. 

What are the 6 ways to build a long-term recruitment strategy?

  • Check hiring analytics to know the efficiency of your current hiring portals. 

First, explore the current and historical datasets available in your instance and reflected in the recruitment analytics. Find which is the most efficient process and source of hiring candidates. 

  • Align your long-term hiring needs with pre-approved budgets. 

You need to have a detailed conversation with your management as an HR leader or CHRO. Get the budgets approved for long-term positions by the finance department or the CFO. Keep them in the loop when locking critical and strategic positions and when the hiring drive also takes time to find the right talent. 

When the CFO and the management team approve the budget, you won’t have to follow up with them every time to close a position. It saves everyone’s time and emotional labour. 

  • Have the job description ready with roles and duties. 

Keep the requisition manager or department head in the loop at this stage. Create a requisition form and module in the uKnowva instance. This can be available for the recruiters to create and customise in the recruitment engine or other menus of the main panel of their instance. 

With the requisition request, the head can narrate all the job descriptions, details and strategies in detail. Otherwise, the recruiter can leverage AI Suggest by uKnowva to generate updated and detailed job descriptions for any kind of job and its category within 30 seconds. 

Later, the requisition manager or a department head can approve it before the job vacancy can be posted live on the portals for further staffing and talent hunting process. 

  • Shortlist talent based on their skills and expertise. 

Once you have enough resumes in your candidate or talent pool, leverage CV Parser in your ATS. It helps you sift through the heaps of resumes within seconds, depending on the keyword or key phrase you enter there. 

The relevant CV will be reflected in front of you on the same page in seconds. You can also reset the page view later if you want to check all the resumes at once for a long-term hiring plan to execute with super carefulness and precision. 

However, the CV Parser helps you to mitigate the unconscious bias from the scouting process. It shows resumes based on the keywords that are most likely skills and expertise you’re looking for in your next hire for a long-term in the organisation. 

  • Run a series of tests to drill the talent deeper before finalising them. 

Get to know your shortlisted candidates with deeper aptitude, behavioural, logical, and creative problem-solving tests to understand their business acumen and expertise. If you want to retain them in the long term, conducting these tests is a must-have process. 

Such assessments and interview rounds show a candidate’s engagement and commitment for the long haul and the role they have signed up for. 

You can use the recruitment engine of our software to send them frequent reminders to complete the assessments and applications on time in the interim. 

Such reminders can be automated from the system so that the recruiter no longer manually chases the candidate for follow-ups and closing loose ends of the process to test their core competencies and onboard them on time. 

  • Negotiate compensations and discuss 5-year project plans beforehand. 

After the completion of the assessment, have a detailed meeting and conversation with the candidate about the 3-5-year plan ahead. Know what they can bring to the organisation and how they can mould the trajectory of the business with their inputs. 

Have a clear-cut discussion related to the compensation to be offered to them before sending out the final offer letter to them. In fact, you can manage sending offer letters with the pre-boarding link once you have the confirmation from their end verbally. 

The system will guide the candidate thoroughly to complete the KYC, and the recruiter no longer has to intervene while the finalised candidate uploads their relevant documents. 

The system can also auto-save the KYC details and send reminders later to the same person to complete the form, if left incomplete. 

This increases the efficiency of the entire long-term hiring process by 300-500% for the average recruiter in India. 


We gave you an exhaustive and comprehensive long-term recruitment strategy guide above. If you’re a recruiter looking to divest such a strategy or plan in your organisation, you need scalable, flexible, agile, feature-rich, and AI-forward HRM software like ours. This will keep supporting your changing talent management and development needs at every step of the way without additional cost. 

Contact us here. 

FAQs on Long-Term Recruitment Strategy Guide 

  • What role does employer branding play in a long-term recruitment strategy?

Employer branding is pivotal in attracting and retaining top talent over the long term. A positive brand reputation not only attracts candidates but also encourages current employees to stay, fostering a stable and motivated workforce.

  • How can I future-proof my recruitment strategy against industry changes?

Stay abreast of industry trends, invest in ongoing training for recruiters, and maintain flexibility in your approach. Regularly review and update your strategy to align with the evolving needs of the market.

  • Is diversity a crucial consideration in a long-term recruitment strategy?

Yes, diversity is vital for long-term success. A diverse workforce brings varied perspectives, enhances innovation, and reflects positively on your company's reputation. Ensure your strategy actively promotes diversity and inclusion.

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