If you run a company or managing the recruitments in the HR department, you want in your recruitment process to go smoothly so that you hire only the best talent to help advance your interests. That is the primary reason you should create a recruitment plan template that strategically finds and screens the potential employees.
Recruitment Plan Templates
What is an effective recruiting plan?
The recruitment of new employees is often time-consuming and much worse, expensive, especially if your company doesn’t have a clear direction. However, if you already have a recruitment plan template in place, your company can remain consistent in your hiring efforts.
You can direct your company’s resources to strategies that may help you find the right people to hire. To make it effective, your recruitment strategy template must include the following:
- The position you need to fill
It would be very difficult to hire new employees without knowing exactly which roles they will perform. Any gap in the workforce of your company can emerge if someone resigns.
This gap can also stem from the evolution and growth of your company. You need to fill this gap with someone who has the right qualifications to meet the needs of the vacant position.
- How you plan to fill the vacant position
Knowing the vacant position is just the start. Once you know this, it’s time to come up with a plan for how you will fill the position.
- Which candidates you will target
You should already know the qualifications that your target candidate must possess. Having this will narrow down the search and gives you a better idea of who to look for.
- How to connect with your target candidates
You can do this in several ways including:
Applicant Tracking Systems
Social Media Sites
- Meeting your target candidates and evaluating them
Your recruitment plan’s success depends on your process of evaluating the candidates. Generally, an interview is a requirement for any position and you can conduct this in several ways too.
Recruitment Strategy Templates
How do you write a recruitment plan?
Now that you already know what the requirements of a recruitment plan template are, the next step is to find out what you need to create this document. Go through some recruiting plan examples to get an idea of how to go about this. Then you can use these steps as a guide:
- Look at your company’s hiring processes in the past
This gives you an idea of worked and what didn’t in the process of hiring based on your previous hiring processes. It’s easier to create a new recruitment plan based on what worked for you in the past. This saves you a lot of time and effort.
- Know what your company needs
As soon as you have established what has previously worked and what hasn’t, it is time to step back to see the bigger picture. You should also work toward your company’s goals.
- Perform a skills gap analysis
To determine the weaknesses and strengths of your existing employees and pinpoint the skills you require to improve your company, conduct a skills gap analysis. Consult with the management and ask them about the weaknesses and strengths of their employees and from these, prioritize the filling of skill gaps.
- Revise the job descriptions as needed
You can attract more of the right kinds of applicants if you can present the sought position in the best light. Include this in your recruitment plan template. It will be to your advantage to list the “extra duties” as you can come up with the most detailed and transparent job listing possible.
- Use technology to your advantage
In most cases today, companies spend a considerable amount of time to manually screen and assess each applicant to find out how such applicants would qualify for the advertised position. Often, this manual screening leads to cognitive bias. Fortunately today, you can avoid these biases by using technological tools.
- Set a budget for your recruitment process
This is an overlooked aspect in the creation of your recruitment plan. It is usually the responsibility of the HR Department to acquire and maintain the budget for recruitment. With the right budget, this department can move freely and use the resources to hire the best people possible.
- Optimize your plan
You can continuously improve your recruitment efforts by planning and monitoring your results. There are several ways to improve your hiring process and one is through the use of recruitment software.
Always keep in mind that there is room for optimization – even with the most well-thought plan. Another great idea is to make adjustments in your process as needed. You can even have a combination of several organizational efforts to come up with the best effects.
- Include a backup plan too
After spending several weeks recruiting your ideal target, it can still be a possibility that your developer can reject your offer at the last minute. In some cases, an applicant comes so close only to reject your offer right before they sign a contract. When such scenarios happen, make sure to inform your company’s managers so they can continue managing the workload.
Recruiting Plan Examples
How do you write a strategic recruitment plan?
There is always room for improvement in your recruitment plan template even when you thought it is already perfect. Here are some pointers to consider to create a more strategic recruitment or hiring plan template:
- Hold strategic planning meetings with the leaders of your company
The most important thing to do towards becoming more strategic is to have regular meetings with the leadership team of your company. From these sessions, you can determine which skill set you need long-term, and if you have the ability to purchase them or develop them.
- Use data to create realistic goals for your recruitment process
During your meetings with your company’s leaders, use data around your team’s velocity and capacity to set up realistic expectations. Use benchmark data to fill in gaps if you don’t have access to your own recruitment data.
- Start pipelining and sourcing candidates
When you have an effective hiring plan, you can source and nurture talent proactively to give you a reliable pipeline in case you’re ready to hire. It is also recommended to include internal candidates in your pipeline.