Your people will drive the success or failure of your company, so it is essential to analyse and plan this core aspect of your business.
Recruitment planning is similar to developing a business plan, but far simpler. It offers a powerful method to analyze your people and skills requirements, both in the short-term and for the future.
A good recruitment plan will help you identify skills gaps, flag up existing employees who may potentially leave and need to be replaced, as well as detail future leadership pathways.
Recruitment planning will help ensure you find the right candidates for job openings, and protect your organization from the cost of bad recruitment decisions, which can be very high, in terms of time and money.
Here are some tips and advice to help you put an effective recruitment plan in place for your business.
Define your recruitment goals
A recruitment plan should be based on your business goals. For example, are you planning to expand or change your business, now or in the near future? What skills will be required for you to reach key business goals and objectives?
Once you have clarity on this, you should then establish specific recruitment goals which are aligned to the company’s strategic objectives. Examples of recruitment goals include:
Attract higher caliber candidates
Attract candidates with specific skills, that currently you do not have in your organization
Raise the profile of your company as a great place to work
Find candidates that are a better fit with your company culture and values
Employing people who are less than dedicated to your business can compromise customer experience, so your recruitment plan should give you a clear idea of what is important to your business and exactly how your people can help you achieve it.
Review job design and job descriptions
Employees are required to perform an increasingly diverse range of tasks in their daily work, so it is essential that job design enables your employees to respond to organizational needs quickly and effectively, without unnecessary restrictions.
Take time to review job descriptions for roles within your company. They may need to be altered or updated since the last person in that role was hired. You may need to create an entirely new job description as the role has developed and evolved. Ask the previous person who worked in the position for insight on how the job description could be improved.
Consider external perceptions of your workplace
The way you recruit and select employees affects your image as an employer. A well-planned process ensures your business can always be portrayed as a top employer, attracting better candidates, who are talented, motivated and the right fit for your team.
Planning ahead will increase the quality of your recruitment process, minimizing costly hiring mistakes and ensuring your business is well-equipped for future growth.
This article has been edited and condensed.
Edith Bryan is an experienced entrepreneur turned marketing communications professional, working in the recruitment industry. Edith shares her insights on a wide range of business related topics including brand strategy, marketing management and recruitment on behalf of UK based recruitment agency Supertemps. Connect with @SupertempsLtd on Twitter.
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