Creating A Recruitment Plan: The Basics
A recruiting plan can help your organization grow by understanding the type of candidate you need, and in turn, target them with marketing and advertising campaigns. It’s also crucial to understand what your company is looking for to craft an effective job advertisement and attract relevant candidates. We’ll show you how to put together a recruitment plan step-by-step!
1. What is a recruitment plan?
A recruitment plan is a company’s guide to hiring. It helps the company figure out what they need for a position, how they’ll attract candidates, and how they’ll be prepared to decide which candidate to hire. In addition, a recruitment plan will help ease the administrative burden on recruiting, allow you to engage in social media marketing for your career page, and understand what kind of job advertisement you should post.
2. Why create a recruitment plan?
Your recruitment plan will help you pinpoint where you’re most likely to find the right person for your opening and establish specific standards for who you want to hire. It will allow you to focus on the kind of employee you want instead of wasting time and resources just trying to find someone with a pulse in your industry. Also, it’s costly to hire someone who isn’t suitable for the job or company culture, so recruiting strategically will save you money in the long run.
3. Who should be involved in the process?
Consider creating a recruitment committee — a group of people who will help manage the attraction and selection process. The committee can help create the initial recruiting strategy, answer questions about your company and its needs, review job applications, and screen candidates before they are brought in for an interview with the CEO or executive management.
Regardless, make sure that there is more than one person involved in creating the recruitment plan. For example, the CEO will be able to strategize about what kind of employee is needed for the company. At the same time, the human resources manager has insider knowledge of the company culture and can share their insights with the potential candidates. The manager for the job position and a direct co-worker are also good resources for figuring out what kind of person would fit well with the team.
Involving marketing team members will help you create a recruitment campaign that attracts the best candidates for the job and getting creative with who you place on your recruitment committee will result in unique ideas to make your company stand out.
4. Steps to creating a recruitment plan
Start by figuring out what your company is trying to accomplish with this position. What is it about this particular opening that makes it unique? This will help you generate ideas for how to attract candidates who will get excited about applying for the position.
Next, figure out which qualities and qualifications you’re looking for in an employee. You can do this by considering your company culture, the needs of the position, and what sort of person is likely to fit well in this role. Review the current job description and make sure that it accurately depicts the role you are hiring for before crafting your advertisement.
Finally, determine your timeline, goals, and objectives for this job position. How soon do you need to fill this role? Are there projects that you will need to backfill if a candidate isn’t found immediately? Is there training/time for training available for the candidate who is the right culture fit but lacks experience or certification?
Be specific to avoid wasting time with unnecessary candidates, and make sure you know what kind of person your company wants before you start advertising the position. This will allow you to tailor your recruitment campaign so that it speaks directly to the types of people you want to hire.
5. Creating an effective job advertisement
The next step in your recruitment plan is writing an effective job advertisement that will attract the right candidate for your company. This means making sure you are specific about what kind of person is best for the position. Also, think about your company culture and make sure the tone and content of the job advertisement match what is expected while not being too formal.
Each job posting should have a section detailing the company’s values, such as leadership potential, work ethic, and experience and include the company’s mission and vision statements. In addition to this, it’s essential to clearly state the requirements for skill level, education, experience, and the expected workload.
In addition to these details, personalize each job advertisement by tailoring it to appeal to specific types of people. Use keywords and phrases that describe the qualities you’re looking for, and make sure your job advertisement is compelling enough so that relevant candidates want to apply!
6. Generating interest in your recruitment campaign
Now that you have a detailed plan set up, it’s time to generate interest in your company. Start by making a list of all the places you could advertise, sending out an email to interested parties, posting on your company website and social media accounts, and starting conversations about your job opening at networking events. You can also use online tools such as Indeed to share your job posting across multiple websites.
Once you’ve created a working plan, you can track how well you’re doing in hiring for your job opening and check to see if you are attracting the right people. Your recruitment campaign will likely take some trial and error before you’ve figured out what works best, so don’t be afraid to make changes as needed!
Creating a recruitment plan is an integral part of any business’s growth process. The type of candidate you’re looking for will depend on the needs and culture of your company, so it’s essential to have everyone contribute their input when coming up with ideas for what qualities they value in an employee. You can start by researching positions at other companies within your industry or field — this will help give you some insight into ideal qualifications and skill sets that are desirable to hiring managers who work there. Once you know more about the position requirements, as well as those from your own company, then you’ll be able to tailor job advertisements accordingly while maintaining a professional tone that matches the expectations of both employers and potential employees alike.
Is it time for a fresh look at your recruiting materials and strategy? Call us at Deep End Talent Strategies. 866.422.3387 or visit us online at www.deependstrategies.com.