Agile recruitment is a dynamic hiring process. It is based on implementation of agile principles and is a candidate-centric recruitment approach.

4 Agile Principles

1. Speed.
2. Flexibility.
3. Collaboration.
4. Continuous improvement.

Practically this means that an agile recruitment process works within short, focused timelines, called “sprints”. It incorporates real-time adjustments according to collected data to continually improve the efficiency and effectiveness of the hiring process. This also means that ongoing collaboration between hiring managers and the recruitment team takes place continually, as well as the gathering of candidate feedback.

Agile Recruitment vs Traditional Recruitment

One of the biggest differences between agile recruitment and traditional recruitment processes is the end goal. Agile recruitment aims to fill the most urgent hiring needs first, in an efficient way , while also refining the recruitment strategy during the hiring process. In contrast, traditional recruitment fills vacancies according to a set process (standard company procedures), which is not refined during the hiring process and is seldom refined afterwards.

6 Characteristics of Agile Recruitment

1. Progress Style: Flexible iterative stages which are often simultaneous.
2. Speed: Fast and constantly adjusted according to information from real-time feedback.
3. Feedback Mechanism: Real-time and continuous based on information from those involved, candidates and data gathered.
4. Prioritisation and Focus: Vacancies are continually ranked according to priority with high-value roles (most urgent) focused on first.
5. Hiring Decision: Based on identified criteria and data gathered during the recruitment process. Accordingly, hiring criteria can be adjusted or refined and implemented while recruiting is underway.
6. Candidate Communication: Frequent and timeous communication.

6 Characteristics of Traditional Recruitment:

1. Progress Style: A single, fixed (rigid) process with consecutive stages.
2. Speed: Slower as each stage needs to be completed before implementing the next one. No real-time adjustments or in-process feedback mechanisms.
3. Feedback Mechanism: Limited to no real-time feedback. Usually at the end of the process, after candidates have been screened. Feedback is usually focused on candidates and not on the recruitment experience or processes.
4. Prioritisation and Focus: Usually, vacancies are given the same priority and subject to similar timelines. Often the order in which they are prioritised depends on which role became vacant.
5. Hiring Decision: Based on upfront (pre-hiring process) identified criteria and past hiring experiences.
6. Candidate Communication: Limited communication with longer waiting periods.

How to Implement Agile Recruitment

Implementing an effective agile recruitment strategy has been shown to address the challenges of traditional recruitment methods, as well as decrease mis-hiring risks. However, agile recruitment can be challenging. This is because it requires a continuously well-coordinated strategy with frequent check-ins and strategy reviews. All of which can be tricky within a high-pressure and busy work environment.

To make things easier and better ensure success, it’s advisable to have a well-planned agile recruitment strategy ahead of commencement. Below are the seven steps needed to implement a successful agile recruitment strategy.

7 Steps of Implementing Agile Recruitment

1. Rank all vacancies according to urgency and value to company.
2. Create a role description that includes company cultural considerations within the hiring criteria.
3. Formulate a hiring strategy with short, focused timeframes for advertising, screening, interviewing and refining the recruitment process.
4. Source small batches of candidates for immediate review by the hiring manager and adjust process and/or hiring criteria according to their feedback.
5. Hold frequent meetings with all parties involved in the hiring process to review candidates and assess whether the hiring process needs refining.
6. Ensure candidates are regularly updated with relevant information that is transparent and helpful.
7. After the hiring process is complete, review it and refine it according to feedback from the hiring manager, recruitment staff, and candidates.

The Best Way to Implement Agile Recruitment

An efficient solution to minimise recruitment challenges is to partner with an experienced recruitment agency. The Key Recruitment Group has over 50 years of experience in effective and efficient recruitment of high-value talent. Contact Us today to discuss how we can partner to successfully implement your agile recruitment strategy.