What Is a Hiring Proposal?

A hiring proposal is a formal and comprehensive proposal that outlines a company’s talent acquisition and recruitment processes. The proposal details the various stages and steps involved in an organizational hiring process.    

According to an online article by G2, 67% of recruitment officers deem culture fit to be a decisive factor when hiring a potential candidate. An overwhelming 94% of recruiters and hiring officers say that using recruitment software has positively impacted their recruitment process. The same article also reported that 78% of talent acquisition professionals and hiring managers say that diversity is a top trend impacting the way they hire.   

What to Look For in a Job Candidate

There is no such thing as the perfect candidate. However, you want to ensure that the applicant or potential employee is a suitable fit for the company and especially for the job they’re applying for. Although there are many other factors that could influence the hiring process, recruiters, headhunters, and other HR professionals should look for the following criteria when considering a potential candidate.  

Character. Some may argue that character is more important than work experience when considering a potential applicant. As it is typically said, hard skills are teachable but when it comes to character and attitude, it is not as easily learned and imparted. Technical competence and hard skills are important, but you must not neglect the soft skills in a person as well. Soft skills are just as important. One’s emotional maturity is just as important as intelligence. When considering a candidate, there can be various subtle ways to assess their attitude. Of course, first impressions are not always correct, but they do matter. It’s important to be discerning and observant. Does the applicant exhibit professionalism and courtesy? Little things such as eye contact and body language can reveal a lot about an individual. Skills. One of the basic things recruiters assess in a resume or curriculum vitae is work experience. Your work experience can be a determinant of the kind of skills you possess. Knowledge, intelligence, competence and technical skills can all be classified under work experience. Recruiters need to evaluate work experience because it is their responsibility to know what a candidate can bring to the table or contribute to the organization. Of course, young graduates fresh out of college would understandably lack the necessary work experience. But most companies with entry-level jobs and positions readily accept fresh graduates. In many cases, college students or graduates list internships as work experience. Students tend to also make up for the lack of work experience by highlighting academic achievements and other recognitions. Extra Curricular Activities. As discussed earlier, college students and fresh graduates who lack work experience normally can list their extra curricular achievements in their resume. Academic excellence matters to some degree, but many recruiters find hiring well-rounded and well-adjusted candidates to be important as well. Involvement in extracurricular activities such as student council and various other social and academic organizations is indicative of a well-rounded and holistic individual. For example, active involvement in the student council suggests leadership abilities, organizational skills, initiative and even service. Contrary to what most people think, a high IQ and perfect grades are not everything. Candidates who possess the right attitude and are well-balanced and versatile can be impressive as well. Values. Another essential factor to consider in a potential candidate is their sense of values. You can tell a lot about a person based on what their priorities and core values are. More than the principles themselves, the arrangement of values can be quite telling and revealing as well. For recruiters and human resource professionals, it can be helpful to ask candidates outright what they value and how this fits in their plans and goals for themselves. Ask them what they value most and why. Pay attention to their values and priorities. Values such as honesty, integrity, accountability and respect are obviously good virtues. Some may even regard family, personal growth or peace of mind as essential values.

Hiring Tips for Human Resource Practitioners

It is the task of headhunters and recruitment officers to acquire the right talent for the job. But the hiring process itself can be a complex and challenging task. The following examples are just some simple yet powerful tips for recruiters and HR specialists that may help improve their hiring strategies.      

Ask non-generic questions. In job interviews, you can choose to take the traditional route and ask questions that are typically asked during interviews. Chances are the applicant or candidate has prepared for these already and have a rehearsed and scripted reply. But if you really want to get to know a candidate, try asking non-generic questions that are unanticipated. It could actually be a good opportunity to understand the candidate more if the questions catch them off guard. Their answers might even surprise you. For instance, try asking hypothetical questions wherein the candidate is forced to place himself in a particular scenario. Their answers and choices can offer a glimpse into the individual’s character and values. Stick to a reasonable timeframe. Time is of the essence. As a recruiter, you need to understand that the applicant’s time is just as important as yours. There has to be a reasonable timeframe for all recruitment processes and activities. For example, ensure that the turnaround time for applicant processing and giving feedback is reasonable. Do not take too long to respond to a candidate’s query or follow up. What’s worse is when agencies or HR departments fail to follow up or give a reply at all. This leaves the candidate in the dark with regard to the status of their application. Making a candidate wait for hours for an interview is also disrespectful and unprofessional. Again, it all boils down to respect and responsible time management. Both parties should be responsible enough to respect the other person’s time. Talk about company culture. It is important for any recruitment officer or headhunter to make the job candidate or applicant aware of the company. Part of the job is to introduce the company and any general information about it. Of course, the specific details to be disclosed will depend on the discretion of human resources and the recruiters themselves. A job interview is a constant back and forth of learning from the other person. It is important to talk about company culture, especially in the one-on-one interviews. This can help the candidate establish a better awareness and understanding of the organization. As the applicant learns more about the culture of the company, they can more or less gauge if it’s a good fit for them or not. Although it’s not always a guarantee, having this kind of information can help the individual weigh their options and decisions.

How to Create a Hiring Proposal

To create a hiring proposal, you need to establish a clear direction of where you’re headed in terms of recruitment. And if you are looking for quick but reliable sample templates to use as reference, you can easily download a free sample proposal from the selection above. Choose one that suits your needs and follow the basic steps below. 

Step 1: Define the objective

The first step is to set a clear objective. You need to know what the purpose is behind your proposal. Having a goal or objective that you can stick to can help you narrow the focus of your hiring proposal. Whether it is to streamline your company’s hiring process or recruit the best talent, your objective will set the tone of your whole proposal. As much as possible, you want to keep your objective brief and descriptive. You can list as little or as many objectives as needed. But make sure to keep each one short and straightforward.  

Step 2: Conduct an Assessment

After defining your proposal’s objective, the next step is to conduct a fair and thorough evaluation of the current hiring process. It is important to have a starting point on where to base your proposed plans and initiatives. You cannot move forward without first acknowledging where you are. Make sure that the overall assessment of your company’s recruitment process is objective, comprehensive and based on facts. For example, if one of your objectives is to improve the turnaround time of processing job applicants, you need to have an idea of the process’ current state.         

Step 3: Outline the Plans and Strategies 

The meat of your proposal should be the various plans and initiatives that you intend to implement. Whatever proposed hiring plans and strategies you have, be sure that it addresses the objectives that were stated. Good plans are concrete, descriptive, and action-oriented. But they must also be attainable and realistic. Recruitment processes often follow a rigid procedure. Any modification or change to the procedure should promote greater efficiency. There are a number of predesigned templates that are specifically designed to help improve hiring processes and systems. 

Step 4: Establish a Timeline

The last step in crafting a hiring proposal is creating a timeline that will enable you to implement your plans accordingly. One way to ensure that your proposed plans are set in motion is to establish a timeframe of when to accomplish each plan or task. In other words, indicate the due dates or deadlines for each phase of your proposal. Keep in mind that having an element of time helps promote a sense of urgency and accountability.   


What is a hiring proposal?

A hiring proposal is a formal proposal that documents, charts and details the hiring process of a company or organization.

How do you write a hiring proposal?

To write a hiring proposal, you need to establish a clear objective first. Your hiring strategies and initiatives should reflect your goals and objectives. Refer to the previous section for a more detailed instruction guide on how to create a formal hiring proposal.

How do you create a hiring process?

To create a hiring process, you must have a firm grasp and understanding of your organization’s hiring needs. Before you can apply the necessary changes, an adequate assessment and evaluation of the current hiring process is required. It’s important to invest in a considerable amount of brainstorming and collaboration to come up with a comprehensive hiring process.

A hiring proposal is a tool that’s supposed to guide recruiters on attracting the best talent. It should be clear, comprehensive, and action-oriented. Browse the wide selection of sample templates above, pick one that suits your needs, and create your own proposal today!