As HR, how to make an effective recruitment plan?

An effective recruitment plan should determine the total number of people in the company. Not how much the employer pays. "Demand questionnaire-summary by the Ministry of Education-summary by the Human Resources Department-high-level approval is the process of making a recruitment plan. In fact, personnel demand is related to two factors, one is workload, and the other is office ability. Different intensity, efficiency and workload are the same. If the office has a large capacity and high efficiency, the number of employees required will naturally be large. On the contrary, if the ability of the existing personnel is average, more people will be needed. There is a difference between the boss and the owner of the department head, that is, the department head thinks that the boss may not necessarily improve the ability of the existing employees with the increase of workload, but they basically have this awareness. Therefore, we must go deep into the scene, observe the scene, give a hand, weigh the pros and cons, and determine the most reasonable number of recruits.

The most effective final plan is to prepare the personnel in place and the recruitment schedule. A complete recruitment schedule is a necessary aid to recruitment, which can let human resources know the specific recruitment process and actual recruitment situation. Analyze the overall demand, then analyze the recruitment progress of each department, understand the recruitment channels, recruitment cycle and training cycle of each position, and formulate the overall recruitment schedule in the systematic summary. Make annual, quarterly and monthly recruitment plans. Quarterly and monthly recruitment plans are the further refinement and adjustment of the annual recruitment plan, and also an important part of the recruitment plan.

The annual plan is the master plan, supplemented and refined by quarter and month. With the passage of time, human resources can help human resources to better cope with the ever-changing recruitment needs. It is the implementation and follow-up of the recruitment plan. The implementation of the recruitment plan is the process of making the recruitment plan before human resources. In the recruitment stage of the plan, the recruitment process will be strictly followed, and the recruitment will be carried out according to the course, so that all parts are recruited and no leakage is guaranteed. The follow-up action of the recruitment plan is a statistical review of the implementation process.

Be sure to check the defects, it is necessary to do something. Recorded every link of recruitment. If we don't ignore every detail, the whole recruitment work will be successfully completed. When making a human resource recruitment plan, on the one hand, we should consider the talent recruitment plan urgently needed by the people, on the other hand, we should consider the appropriate talent reserve plan according to the needs of business development. More importantly, the employee recruitment plan is an important part of the organization's human resources plan, which provides a basic framework for the organization's human resources management, provides an objective basis for people's recruitment and employment, is scientific, standardized and practical, and can avoid blind and armed recruitment process.