How to make a recruitment plan

how to make a talent recruitment plan?

talent recruitment should combine internal training with talent introduction. This is the principle that HR needs to consider first when determining the recruitment plan.

There are differences between internal training and talent introduction in determining the employment standards. For the recruitment standards that focus on internal training, we can consider that the candidates should not make harsh requirements on actual work experience, but they must have the potential for training, and the recruitment of such talents can be combined with recruitment from schools and talent market; For the imported talents, the recruitment standards should be improved in terms of work experience and adaptability, and the imported talents should be guaranteed to enter the job role immediately. The recruitment of these talents should be based on the principle of combining "digging people from competitors" with social recruitment. In "digging people", HR should usually pay attention to the outstanding talents from competitors, and establish their files and keep in touch and communication, so as to have suitable "digging people" when employing people.

The principle of combining existing manpower allocation with necessary manpower reserve should be considered in talent recruitment.

talent planning should be combined with enterprise development strategy and business planning. HR should ensure that talent planning not only ensures the current manpower demand and allocation requirements of the enterprise, but also reserves corresponding manpower for the future operation and development of the enterprise, so as to avoid the passive situation that talents are not available when the enterprise is in urgent need of employment.

Therefore, when HR formulates the recruitment plan, on the one hand, it should consider the talent recruitment plan urgently needed by the enterprise, and on the other hand, it should consider the appropriate talent reserve plan according to the needs of the enterprise's business development. For the talents who need to be reserved, HR can consider recruiting some students with lower cost, and then let them implement the mentoring program for the old employees, and let these reserved talents be added to the posts accordingly when the enterprise needs manpower.

detailed salary scheme, management regulations on talent probation and employee promotion scheme are also necessary corresponding schemes for HR to formulate talent recruitment plan. In practice, many enterprises lack corresponding salary schemes, and the lack of these schemes will bring great troubles and difficulties to HR recruitment, because without these corresponding schemes to support HR work, it is difficult to answer these questions related to the vital interests of recruiters in recruitment, which leads to talents' fear of joining the enterprise. At the same time, the lack of these schemes will make recruiters and entrants feel that enterprise management is not standardized, so that it is difficult to recruit and retain people. Therefore, when HR formulates the recruitment plan, it must look at whether the dealer's enterprise has these corresponding plans. If not, it must make a detailed plan and go through the corresponding process for approval before starting the recruitment work.