Recruitment Topic 4: Why is the recruitment plan important and how to do it

First, who hired the business manager who has no process concept? It's you;

Secondly, who is the business manager who doesn't understand the matching of people and positions and thinks that it is easier to do things when there are more people? It's you;

Third, whose problem is it that a standard employment process has not been established, or that there is a process but it is not implemented in place? It's you;

Fourthly, who made the mistake of not communicating the employment plan with the employment department at the beginning of the year, the beginning of the quarter, and the beginning of the month? It's you.

So, keep your eyes open when recruiting people, and don’t hire a boss or trouble yourself;

If the company does have problems in these four aspects, the most practical The fastest solution is to formulate a plan, communicate the plan, confirm the plan, and modify the plan.

Once this is done, other issues can be dealt with slowly. After all, not every company pays attention to process; and not every company’s business manager recruitment and training must be decided by HR. .

So we need to solve the problem within the scope of work we can control, instead of complaining that the business manager does not understand management and is difficult to communicate.

2

Annual recruitment plan

The first step is the annual recruitment plan, which is based on the company's position map.

1. Determine the number of vacancies in the company as a whole:

The hiring manager will calculate the number of vacancies in each department and the entire company based on the company's total headcount

Calculation formula: Total establishment - serving personnel = missing personnel

Calculation example table:

Sample table 1

2. The personnel of the establishment sub-department are in place Timetable:

2.1 The hiring manager and the department director *** communicate the arrival time of the number of vacancies: The basis for calculating the arrival time is the department's annual planning schedule.

Example form:

Sample form 2

The arrival time of personnel must be confirmed with the employing department, and the opinions of the department should prevail. The hiring manager should be careful not to be offside. .

What the hiring manager has to do at this step is to review the consistency between the department’s annual plan and the personnel breakdown, review whether the number of job recruits corresponds to the total list, and remind the employing department when doing the breakdown, Training cycles need to be considered.

2.2 Preparation of sub-department recruitment schedule

The recruitment schedule is based on the confirmed sub-department personnel availability schedule.

Example table:

Sample table 3

This table looks a bit complicated, but after making this table, it will be very easy to operate in detail later. Clarity: Look at the comprehensive list of information release one month in advance, so that every channel and position will not be missed; after the information is released, you only need to look at the comprehensive column of job arrivals, and arrange data collection based on arrival time and job information. The order of interviews with candidates is very convenient.

2.3 Develop an overall recruitment schedule for the whole company based on the recruitment plan of the sub-department

Example form:

Sample form 4

Sample Form 5

Making a recruitment plan is just like writing an argumentative essay. Based on the principle of total score, first make the overall needs, then do classification, decomposition and calculation, and finally make the overall schedule. It is a The process from simple to complex, and then from complex to simple.

It is easy to summarize requirements, it is a simple addition and subtraction of data.

Analyzing the training cycle, recruitment cycle, and recruitment channels for each position is not difficult, but it requires complex and detailed calculations.

At the same time, in order to make the example clearer, we only choose a single channel. In actual operation, we usually mix various channels.

In terms of recruitment budget, with the detailed items in Table (2), signing a cooperation agreement with the channel in advance can also avoid temporary price increases by channel suppliers.

Of course, if there are major changes in the company's overall planning and the recruitment plan is temporarily canceled, our contract amount may be wasted, which will put forward higher requirements for the company's overall planning.

But if it is an irreversible factor, the company's overall development direction will change. This recruitment expenditure is really nothing.

So when we make the budget, we assume that this annual plan has an 80% degree of execution, and then conduct channel negotiations in a way that saves overall costs.

3

Quarterly and monthly recruitment plans

After having the annual comprehensive recruitment plan, quarterly and monthly basically only require simple interceptions.

But for hiring managers, there is one very important thing to do when executing quarterly and monthly recruitment plans: that is to reconfirm the intercepted quarterly and monthly plans with the hiring department.

The basis for reconfirmation is whether there have been adjustments to the annual plan of the employing department, and the recruitment schedule will be adjusted accordingly. On the one hand, it will accommodate changes in the employing department, and on the other hand, it will facilitate the division of recruitment responsibilities.

Although the purpose of our work is not to divide responsibilities, we have to say that when there is no clear basis for dividing responsibilities, the human resources department is often the one who suffers.

At the same time, due to the use of modern technology, recruitment channels are changing every day. Therefore, while adjusting our recruitment plans, we also need to always pay attention to changes in the recruitment market and respond quickly.

For example, if a new recruitment company is established, most of them will have activities to give away positions, and certain positions can be used.

Some companies may have laid off employees or restructured their operations. In this case, some positions may be our focus. Timely contact and attention will not only recruit suitable personnel more quickly, but also maximize the number of employees. Save recruitment costs to a certain extent.

4

Execution and follow-up of plans

Of course plans are not made to look good, but to be executed.

So after breaking down the complex annual plan into executable quarterly and monthly recruitment plans, a follow-up note needs to be added to the plan to remind you to proceed as scheduled.

Example form:

Sample form 6

Color-mark the recruitment difficulty of each position to remind yourself of the reasonable allocation of energy, and use this form to follow Improve the completion progress of each position to ensure that the plan is progressed and completed smoothly.

The special requirements of each position can also be explained in the form of notes in the table.

5

Satisfaction of different recruitment needs

Position recruitment based on corporate strategic needs:

This kind of position may not be available in The company's job establishment chart appears on the company's staff and is generally decided jointly by the CEO, strategic management department, and human resources director. It will not be displayed in the organizational structure. Therefore, such positions can be directly recruited by the human resources director and will not affect the company's overall recruitment plan.

If it is all carried out by the hiring manager, it does not need to be included in the overall recruitment plan. Generally, the human resources director directly issues the recruitment task, and the hiring manager can execute it according to the recruitment task list.

Recruitment within job establishment:

This is the most common type of recruitment, and the entire recruitment process is the main content of this article.

Based on the company's annual plan, make annual and departmental comprehensive plans, and then break them down into monthly plans.

Recruitment outside the job establishment:

This type of position mainly refers to positions that are not included in the company's job structure chart and fixed positions.

There are generally two types of situations when this happens:

One is that the department's business development changes and a certain position needs to be added.

In this case, we need the employing department to first go through the procedures for increasing the position establishment. After the procedures for increasing the establishment are completed, we can enter the recruitment process within the position establishment.

The second type is positions that need to be added due to changes in temporary work tasks in certain departments, but the demand for this position is limited to a certain period of time.

In this case, we need the employing department to confirm the rationality and necessity of the demand (this is confirmed by the authority department designated by the company, not by the recruiting department). After confirmation, use cfwsc.com The HR department submits a recruitment application, and the hiring manager can join the quarterly or monthly recruitment plan based on the application content.

For the production of a complete recruitment plan, the hiring manager needs to select specific steps according to the size of the company and the amount of recruitment during actual operations.

If a company only has 50 people and only recruits less than 5 people a year, then this recruitment plan will become redundant and cumbersome.

So, taking what you need and choosing flexibly are the basic abilities that hiring managers should have.

6

Let’s talk about the importance of the recruitment plan

The overall recruitment plan is a map to guide our recruitment work. If we follow the map, the operation will be simple and easy. .

When the company has a complete business process, the recruitment plan will of course also be in the process, and the cooperation between various departments will be relatively high.

When an enterprise does not have complete business processes, the standardization of a single job is the best way to improve business efficiency and ensure work quality.

Of course, another important role in formulating a recruitment plan is to help us quarrel.

When someone accuses you of not being timely and in place, recruiting for too long, and being inefficient, you can throw this plan in front of him and let him calculate your workload. .

We don’t work to quarrel, but some quarrels can’t be avoided.

So, fight in a professional way to ensure that you can only win but not lose.