50+ Sample Recruitment Plan Templates

What is the Purpose of a Recruitment Plan?

It is no doubt that a business owner wants to bring their company on top of the market, especially in an industry where competition is rising. That is why it is vital to equip your business with a team of skilled professionals that you can count on to get the job done. One way to do that is to have an excellent and well-defined recruitment process. The importance of having an effective recruitment and selection process enables you to find great employees, and at the same time, saves you money in training employees further. Hence, a recruitment plan should be one of the business management priorities. A recruitment plan is an essential business document that stipulates an organization’s strategic plan to hire employees. With a recruitment plan, a company can streamline the recruitment process and ensure that they have access to the great talent they need for a position. However, a recruitment plan is not only about hiring the best employees, but it is also an avenue where you can align company goals and skill gaps.

According to a report from Statista, the staffing and recruiting industry in the United States placed a market size of 151.8 billion U.S. dollars in 2019.

In another Statista report, 94 percent of respondents stated that the top trend that will shape the recruiting industry in the future is the employee experience.

Statista also stated that 31 percent of companies in the United States are planning on recruiting new staff members.

What are the Benefits of Using a Recruitment Plan?

Regardless of the nature of your organization, recruiting the best talents is not that simple. That is why most of the companies use a recruitment plan to outline their recruitment processes. A recruitment plan is an essential business document that presents crucial information for a successful hiring process. Using a recruitment plan gives various benefits to an organization. Hence, it is crucial to ensure that it is well-written and should contain the necessary information. Below are some of the most common benefits of a recruitment plan for a business.

Makes Hiring Process Smooth and Fast. With an effective recruitment plan, an organization will be able to make its recruitment process cost-efficient. It also makes the business more proactive and agile. The more effective and accurate the recruitment plan is, the sooner an organization will meet its recruitment objectives.Finds and Attracts High-Quality Candidates. Another benefit that companies may enjoy through using a recruitment plan is that it helps them find high-performance employee candidates. With a recruitment plan, a business will be able to have the best individuals with the right qualifications. And, having skillful employees in your workforce improves business productivity.Saves Time and Money for Training. Using a recruitment plan allows an organization to set up metrics that will serve as a basis of whether or not the applicant is qualified for the job vacancy, rather than hiring them out of the gut feeling. Therefore, the management will not necessarily have to provide time, effort, and budget for further training.Reduces Employment-Related Issues. A recruitment plan enables an organization to have a concrete and accurate recruitment process that they need to follow. With this, it minimizes or avoids issues related to employment. In an article from Chron, there are some cases that applicants sue the employer for not getting the job. So, it is important to make sure that the business recruitment plan should outline a professionally written and accurate content, like recruitment questionnaires.

How to Make a Recruitment Plan

Getting the best professionals to work on your organization is a tough thing to do. That is why it is important to make sure that your company makes great choices in hiring candidates. By this, there are several necessary things the business owner and its recruitment team should consider, and one of those is an effective and accurate recruitment process. A successful recruitment procedure should be well-planned and well-managed. Hence, having a concrete plan should be a priority. Having a recruitment plan improves the chances of a business to find the right employees that are skillful and professional. To help you create one, here are some easy steps to make an effective recruitment plan.

Step 1: Identify Hiring Needs and Skills Gaps

The first step in making an effective recruitment plan is to identify your company’s hiring needs and determine if there are skills gaps that your employees can’t fill. By doing this, you have to analyze your company’s growth and consider evaluation turnovers of employees and promotions. Doing this is necessary because it has a significant impact on your organization’s recruitment needs. It is also essential to determine the job positions that someone qualified needs to fill in. Evaluate what department or specific positions need strengthening. Learning the skills gaps in your company enables you to take a proactive approach that compliments your hiring needs.

Step 2: Make a Hiring Plan and Recruitment Calendar

Once you have already identified your company’s recruitment needs and the gaps needed to fill in, the next thing you need to do is to start working on a hiring plan and a recruitment calendar. Begin with estimating the number of job vacancies that need to be filled, how each job will be filled, and when they’re needed. If you already have an idea, the next thing you need is to create a recruitment calendar that outlines the recruitment information. This calendar should include the positions to hire quarterly and the total headcount for each department. It is also imperative to create a recruitment schedule that highlights the different hiring activities once the recruitment starts.

Step 3: Determine Tools to Execute the Plan

After you finish creating a hiring plan and a recruitment plan, it is now time to determine and list the tools the management will use to bring the plan to life. These tools are helpful because they will allow the recruiting team to organize and streamline the organization’s efforts for hiring. Moreover, they will also automate tasks that are time-consuming, as well as enhance the screening process for employee candidates. There are various recruitment tools that most recruiting teams use, such as applicant tracking systems (ATS), mobile recruiting tools, online job boards, pre-employment assessment and screening tools, video interviewing, and more. Nonetheless, make sure that everyone involved in the recruitment process should have access to the tools you prefer to use.

Step 4: Describe the Requirements for the Position

Now that you already have the plan and tools needed for the recruitment process, the next thing you need to do is to determine and describe the requirements for each vacant job position. You must know the characteristics and skills that the candidates should have to qualify in the position. It is also necessary to understand the roles and responsibilities of the potential candidates that they need to work on once they are hired. By doing this, the recruitment team should analyze the vacant job positions to have an idea of what the requirements are. Nevertheless, make sure that everyone in the team should develop a thorough understanding of this information.

Step 5: Set a Budget for the Recruitment Plan

Lastly, set up a budget for your company’s recruitment costs. Building up a budget for the recruitment process and maintaining it is the responsibility of the human resource department. Consider evaluating your last cost per hire and estimate how much budget you will need in the present.  It is also necessary to consider other expenses that may occur during the recruitment process. These expenses may include job fairs, advertising, employer branding, recruitment travel expenses, and more. However, the cost per hire should be as low as possible. Nevertheless, make sure to discuss this detail within the management.

FAQs

What are the two types of recruitment?

There are two types of recruitment that is present in almost every organization, internal and external recruitment. The first one is the internal recruitment which takes place within the business. On the other hand, external recruitment is solicited from outside the organization.

What do you mean by full-cycle recruiting?

Full-cycle recruiting means the entire recruitment process. A human resource professional capable of completing each step of the recruitment process is called a full-cycle recruiter.

What are the common activities in the recruitment process?

There are several common activities that businesses have during their recruitment process. These activities include analyzing every requirement for a specific job, screening and selecting candidates, integrating them into the structure, and many more.

What are the five stages of the recruitment process?

The recruitment process has five stages that may be present in most organizations. These stages include planning, strategy development, searching, screening, and evaluation and control. It is important for a business to know these stages to have an effective recruitment process.

What are the common HR recruiting techniques?

It is the duty of the human resource department to generate recruiting methods and techniques to attain professional employees. The commonly used recruiting techniques are recruiting internally, advertising externally, print advertising, and talent search.

Indeed, a recruitment plan is a vital document that organizations should consider having, especially when they are looking for new employees. This document will serve as a roadmap towards a more efficient recruitment process. So, if your company is on a lookout for fresh talents, a recruitment plan should be a requirement. It is an essential document that will enhance your organization’s recruitment process and helps to acquire quality employees. However, if you want to have a ready-made recruitment plan, you may check out the sample templates provided above.