Recruitment Plan

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Any comprehensive plan, including a recruitment plan, worth formulating must incorporate the following elements:

- an estimate and forecast of resources needed and available

- a time frame for essential steps

- a review of contingencies, such as unforeseen emergencies or breakdowns, to be dealt with and a specification of the means of dealing with them

- allocation and justification of authority and responsibility

- estimates and rationales for scale of operations

- consistency checks, to assure the plan is consistent with other adopted plans and background constraints, such as compliance with external controls (such as laws and regulations)

- an overview and details of sequencing, logic and resource flow, and of objectives.

Unlike many other plans, such as a planned hike, a recruitment plan always involves, as a minimum, more than one participant employer and prospective employee (plus HR professional, in many, if not most, instances). This means a greater demand for coordination of efforts, objectives, etc., than in simpler planning. Hence, a key component of a recruiting plan is whatever assures or confirms the compliance and performance of all the participants in the right way and at the right time.

Recruitment is the process of sourcing and hiring the most qualified candidate(s) for a job vacancy, quickly and cost-effectively. Over the years, recruitment agencies have aligned themselves into four different types of firms. Employment agencies usually work with general employment and hire for clerical jobs, skilled trades, and temporary workers. Recruitment websites and job search engines are used to advertise a position over several states or countries to gather as many candidates as possible

"Headhunters" is the term commonly used for agencies that specialize in finding executive and professional positions. These firms do use some advertising, but most of their candidates come from networking or word of mouth. Niche agencies specialize in certain industries and are used to fill both temporary and permanent positions within organizations on an "as needed" basis.

A good recruitment plan must keep the following factors in mind, while ensuring that each element of the recruitment process is clear and complete, including the job description. This will enable both recruiters and job seekers the opportunity to know who has basic qualifications for jobs being offered:

1. Quantity and timing of Recruitment: It is important to know as far in advance as possible the number of employees / staff that need to be recruited per department and when.

2. Design Of Recruitment Material: Is there a need for testing tools for positions? Some companies will require basic skills or aptitude tests prior to completing the hiring of individuals, other companies require drug testing. If there is no on-site testing available, the company should have plans to conduct testing if needed.

3. Sources Of Recruitment: You can identify recruitment sources as either in-house or external. This will allow tracking of where most of the candidates originate, which allows for more accurate targeting of future recruitment.

4. Selection Plan: Essentially, this boils down to the questions who is in charge of HR? Who receives and reviews CVs? Who checks professional skills of candidates? Who does the interviews? Who makes the final decision?
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