How to write the recruitment plan

An excellent and comprehensive recruitment plan needs to start with the analysis of recruitment demand, the selection of recruitment channels, recruitment objectives, recruitment plan, recruitment budget and other aspects. Specific content can refer to the following points. If it helps, please adopt it. Thank you~

First, the recruitment demand analysis

Recruitment demand analysis is the first step of recruitment. When writing the implementation plan, we should clearly write down our recruitment background in the first section, so as to always serve our recruitment purpose for the follow-up work. These backgrounds include:

Status: What is the current personnel status of the enterprise (it can be described by combining the results of talent inventory).

Reason: Why is it necessary to supplement/expand personnel at present (combined with the analysis of the current and future development strategy of the enterprise)

Requirements: What positions are there and how many people need to be added/expanded?

Second, the recruitment target

After a clear understanding of the recruitment needs, it is necessary to formulate reasonable recruitment goals, which are considered achievable after analyzing the objective conditions. Similarly, the recruitment target should also be quantified as the specific number of employees in the corresponding position. Furthermore, it is necessary to clearly grasp the information of recruitment positions:

Job description: Job responsibilities may change with the development of business, so it is necessary to communicate with the corresponding managers in time to accurately grasp the roles and responsibilities of the post.

Job Requirements: According to the performance evaluation of relevant employees, analyze the skill gap and understand the skills and abilities that should be possessed to achieve the job objectives.

Salary: Combining the salary situation of the market and the salary system of the enterprise itself, setting competitive post salary is the key factor to attract outstanding talents.

Third, recruiting teams.

Identify the members of the recruitment plan and their roles. In order to ensure the orderly and continuous recruitment, it is necessary to clearly hand over each job to the corresponding members for docking and responsibility. Therefore, giving team members a clear division of labor is the greatest guarantee for the successful implementation of recruitment. In addition, in order to ensure the implementation effect, quantifiable indicators (such as KPI) should be set up to test and supervise the work progress of members.

Fourth, the recruitment process

It is simply divided into three stages: preparation, interview and employment, and each stage should include specific work arrangements, participating/responsible members and time nodes.

1, preparation stage

In the preparatory stage, what we need to plan is the recruitment channels and publicity materials. Let's talk about recruitment channels first. There are roughly the following categories:

Offline job fairs: By attending job fairs, collecting resumes on the spot and conducting preliminary interview screening. For campus recruitment, we can also combine presentations to increase the influence of enterprises and attract as many high-quality talents as possible.

Recruitment website: by posting job information on major recruitment websites, waiting for candidates to submit their resumes voluntarily.

Internal recommendation: Get the right candidate through the recommendation of internal staff.

Headhunting channel: headhunters can be used to recruit middle and senior positions with great difficulty, but the cost is relatively high.

Internal transfer/promotion: by transferring/promoting internal employees to fill some vacancies, it can give internal employees more development possibilities.

The cost and effect of different recruitment channels are different. Only by choosing the most suitable channel for combination within a limited budget can we maximize the benefits.

2. Interview stage

How many links do we need to design for the job interview, and what is the form of each link?

Telephone/video interview: There are two reasons why this format is generally adopted. First, when HR first contacted the candidate's resume, it was still impossible to judge whether the candidate was suitable for the position. In order to save time for both parties, an interview invitation is not issued first, but a preliminary screening is conducted through telephone communication. Second, when the actual distance between the applicant and the interviewer is far away, the interview can only be conducted by telephone/video.

Group interview: also called group interview. Generally speaking, for campus recruitment, due to the large number of candidates, a large proportion of screening needs to be carried out in a short time. At this time, many candidates can be concentrated in an interview for centralized assessment through leaderless group discussion, group debate or speech.

Supervisor/executive interview: one-on-one interview. Generally, in the middle and late stage of the interview, the ability of the candidate has been initially recognized. Through the interview with the future supervisor or leader, we can better understand whether the soft quality of the candidate meets the needs of the enterprise.

Verb (abbreviation of verb) recruitment budget

According to the arrangement of each link of recruitment, the corresponding expenses and expected results are listed. It should be noted that in addition to external recruitment costs (such as advertising, preparation of promotional materials, etc. ), it should also include internal recruitment costs (such as internal rewards for employees and salaries of recruiters). ).