How to make a recruitment plan?
Posted: Tue Jan 21, 2025 8:51 am
In order to select the right professionals at the right time, it is essential to implement a recruitment plan in companies. Do you want to know what a recruitment plan is and how it is carried out by the human resources department ? It is essential to know this tool to anticipate the needs of the business and predict which profiles will be needed, something key to business success.
72% of companies encounter certain difficulties when it comes to finding certain professional profiles (according to a Randstad report).
On the other hand, around 35% of companies plan to increase their workforce (FAEDPyme). Two data for reflection and to put into context the importance of having a staff recruitment plan , a strategy that the human resources team must know how to develop and manage in order to achieve the set objectives.
What is a recruitment plan?
The first thing to do is to address the benin whatsapp data question of what exactly a recruitment plan is , what it consists of, and what are the advantages of using this human resources formula to improve the internal functioning of companies. So, three key points to know what we are talking about when referring to the recruitment plan:
Strategy that starts from the HR/personnel consultancy area.
Proposal and planning in relation to the employee needs of a company.
List of actions to be carried out to recruit the best professionals for the required jobs.
The pros of knowing how to make a recruitment plan , the advantages of having this tool, are several:
Optimize time in selection and hiring processes.
Improve quality in the phases ranging from the detection of personnel needs to the signing of contracts for new employees.
Increase effectiveness when identifying profiles that are most closely aligned with the brand and its needs, and with the functions they must perform.
Brand image is positively influenced, both for employees and candidates and for other firms in the sector.
How to make a recruitment plan?
The advantages are clear and we have addressed why it is such a valued tool in the field of HR. When preparing it, there are several steps to follow to know how to make a recruitment plan :
A. Assess needs and set priorities
It is necessary to consider the present and medium/long-term future of the brand and, based on aspects such as projects and resources, the budget available, establish what will be required and what capacity the company has to address investment in human capital.
B. Establish job positions to be filled and profiles to that effect
Experience, technical skills and soft skills, characteristics depending on the functions they have to perform.
C. Resources for finding candidates
Through social networks, through the human resources department, with job offers in specific companies, outsourcing the selection, etc.
D. Selection techniques and tools
This is especially taken into account and should be reflected in any recruitment plan if hiring is to be 100% handled by the company's own human resources department. The CV is one of the most common options, but it is necessary to consider the channels through which recruiters will receive them, for example.
E. Final decision: Who has the final say? How to communicate it?
Some of the more specific issues that this strategy must consider are: Who will make the decision –whose– and how will it be communicated to the final candidates.
72% of companies encounter certain difficulties when it comes to finding certain professional profiles (according to a Randstad report).
On the other hand, around 35% of companies plan to increase their workforce (FAEDPyme). Two data for reflection and to put into context the importance of having a staff recruitment plan , a strategy that the human resources team must know how to develop and manage in order to achieve the set objectives.
What is a recruitment plan?
The first thing to do is to address the benin whatsapp data question of what exactly a recruitment plan is , what it consists of, and what are the advantages of using this human resources formula to improve the internal functioning of companies. So, three key points to know what we are talking about when referring to the recruitment plan:
Strategy that starts from the HR/personnel consultancy area.
Proposal and planning in relation to the employee needs of a company.
List of actions to be carried out to recruit the best professionals for the required jobs.
The pros of knowing how to make a recruitment plan , the advantages of having this tool, are several:
Optimize time in selection and hiring processes.
Improve quality in the phases ranging from the detection of personnel needs to the signing of contracts for new employees.
Increase effectiveness when identifying profiles that are most closely aligned with the brand and its needs, and with the functions they must perform.
Brand image is positively influenced, both for employees and candidates and for other firms in the sector.
How to make a recruitment plan?
The advantages are clear and we have addressed why it is such a valued tool in the field of HR. When preparing it, there are several steps to follow to know how to make a recruitment plan :
A. Assess needs and set priorities
It is necessary to consider the present and medium/long-term future of the brand and, based on aspects such as projects and resources, the budget available, establish what will be required and what capacity the company has to address investment in human capital.
B. Establish job positions to be filled and profiles to that effect
Experience, technical skills and soft skills, characteristics depending on the functions they have to perform.
C. Resources for finding candidates
Through social networks, through the human resources department, with job offers in specific companies, outsourcing the selection, etc.
D. Selection techniques and tools
This is especially taken into account and should be reflected in any recruitment plan if hiring is to be 100% handled by the company's own human resources department. The CV is one of the most common options, but it is necessary to consider the channels through which recruiters will receive them, for example.
E. Final decision: Who has the final say? How to communicate it?
Some of the more specific issues that this strategy must consider are: Who will make the decision –whose– and how will it be communicated to the final candidates.