How to write the recruitment plan for personnel clerks?

2. The contents of the recruitment plan include:

1) Recruitment Position: specify the name of the recruitment position. Some enterprises with standardized management may also use the position number. Several positions can appear in the recruitment plan at the same time.

2) Recruitment channel: Recruitment channel specifies the way (carrier) to obtain resume information or publish recruitment announcements. Recruitment channels can be divided into internal channels or external channels; In terms of specific channels or carriers, such as: talent market, talent exchange meeting, website advertisement, TV advertisement, etc.

3) Recruitment cost: clear the direct costs such as advertising fee, labor fee and testing fee.

4) Selection process: According to the characteristics of different positions, the selection process adopted by enterprises is different. Under normal circumstances, the selection of most positions has to go through three stages: preliminary examination, second interview and decision-making interview.

5) Test items: define the selection techniques used in the initial test, second test and final decision. However, with the application of various selection techniques, the methods used in each link will become more and more abundant. For example, written tests and interviews will be used in the initial examination, and situational tests and interviews will be used in the second examination. The higher the position, the more complicated the recruitment process and the more complicated the selection technology.

6) Examiner composition: define the person in charge of each selection link, and pay special attention to the cooperation between human resources department and business department. The position you apply for should be grasped from two angles: ability and professional knowledge. Often, the human resources department lacks in-depth understanding of the professional knowledge of the corresponding positions. If only the human resources department conducts selection, the personnel cost of the enterprise will increase. At the same time, we should also pay attention to the key role that managers at different levels should play in different stages of selection. For example, the initial examination of junior positions can be completed by ordinary people, but it needs to be grasped by the supervisor in the process of re-examination or employment decision.

7) Recruitment cycle: predict the time required from recruitment demand analysis to the end of selection. It is important to note that in most cases, enterprises or departments have objective requirements for recruitment time, and recruitment plans should reflect specific time requirements.

8) Leadership approval: For enterprises that have not institutionalized the human resources management responsibilities of business executives, "leadership approval" is an expedient measure to clarify the specific responsibilities of business executives in recruitment activities. The recruitment plan can ensure that the human resources department gets the necessary support from the business supervisor in the recruitment and selection activities.

Model recruitment plan

I. Number of Recruiters and Types of Work

According to the vacancy caused by the resignation of employees and the expansion of production scale in 20 12, the type and number of recruitment positions are now determined. (as follows)

Department Name Demand Type of Work Demand Number (Male/Female) Total

The finance department has 1 accountants (male/female).

1 Personnel Commissioner, Administration Department (female)

Warehouse maintenance worker: 1 (male)

2 monitor of sorting library (male)

Inspector: 2 persons (male or female)

Forklift driver: 4 persons (male)

Sorting workers: 3 people (2 women 1 male, male with heavy physical strength)

Total: Men (9) and Women (5)

Second, the recruitment requirements and conditions

1, accounting requirements 1, engaged in financial work for more than 3 years; 2. Proficient in tax-related laws and regulations and familiar with corporate financial systems and processes; 4. Good coordination ability and teamwork spirit, able to work under great pressure; 5. International freight forwarders and logistics enterprise workers are preferred; 5. Education, age, gender, and permanent residence in Shenyang.

Junior high school/senior high school/bachelor degree or above, aged XX-XX;

2, good physical quality, integrity, hard-working, eyesight above 1.0, flexible hands and feet, sensitive reflection;

3. The applicant should provide the original ID card (or the household registration certificate with my recent photo issued by the local police station, including name, ID number, address, etc. , and the photo is stamped with the special seal for household registration of the police station, otherwise it will be deemed invalid).

Third, the recruitment time and method

1, recruitment information release time:

① Take 20XX ~ x months as the company's "recruitment publicity month";

(2) Organize special personnel to go out to distribute and post recruitment brochures every Tuesday and Thursday, and do a good job in recruitment publicity in surrounding areas.

2. Recruitment method:

(1) posted a lot of advertisements around;

(2) When mailing new year cards to employees, attach the recruitment brochure of our company to expand the publicity scope;

(3) Recruiting employees through employment agencies and the labor market;

④ Contact technical secondary schools to recruit technical talents;

⑤ Job fairs in various talent markets;

6. Internal staff recommendation, etc.

According to the Personnel Replenishment/Demand Form filled out by various departments, the Human Resources Department has carefully reviewed and analyzed the current development of the company, and now it has formulated a 20xx talent recruitment plan.

I. Number of Recruiters and Types of Work

According to the vacancy caused by the resignation of the company's employees and the expansion of the company's 20XX production scale, the type and number of recruitment positions are now determined. (as follows)

Department Name Demand Type of Work Demand Number (Male/Female) Total

There are xx workers (xx) and xx women (XX) in the XX department.

XX department XX workers xx women (XX) XX people.

There are XX workers (5XX) and xx women (xx) in the XX department.

There are (XX) men and (XX) women in all.

Second, the recruitment requirements and conditions

1, junior high school/high school/bachelor degree or above, age xx-xx;

2, good physical quality, integrity, hard-working, eyesight above 1.0, flexible hands and feet, sensitive reflection;

3. The applicant should provide the original ID card (or the household registration certificate with my recent photo issued by the local police station, including name, ID number, address, etc. , and the photo is stamped with the special seal for household registration of the police station, otherwise it will be deemed invalid).

Third, the recruitment time and method

1, recruitment information release time:

① Take 20XX ~ x months as the company's "recruitment publicity month";

(2) Organize special personnel to go out to distribute and post recruitment brochures every Tuesday and Thursday, and do a good job in recruitment publicity in surrounding areas.

2. Recruitment method:

(1) posted a lot of advertisements around;

(2) When mailing new year cards to employees, attach the recruitment brochure of our company to expand the publicity scope;

(3) Recruiting employees through employment agencies and the labor market;

④ Contact technical secondary schools to recruit technical talents;

⑤ Job fairs in various talent markets;

6. Internal staff recommendation, etc.

Fourth, recruiting teams.

1, team members:

Team leader: xx-x (Manager of Human Resources Department)

Team members: xx-x, xx-x, xx-X.

2. Team responsibilities:

The team leader is responsible for formulating the publicity schedule and content, and putting forward recruitment suggestions and methods;

Team members are responsible for preparing publicity materials and carrying out publicity tasks.

V. Recruitment Schedule (omitted)

VI. Recruitment Budget and Effect Analysis

1. List of various recruitment expenses:

① Printing advertisements and related publicity materials: X yuan/month;

② Agency recruitment fee: X yuan/person;

③ Employee referral fee: X yuan/person;

(4) the cost of mailing letters: X yuan/letter;

⑤ Contact technical secondary schools to help students find jobs, and in principle do not pay remuneration;

⑥ Booth fee for job fair: X yuan/piece.

2. Analysis of recruitment effect:

① The actual cost of mailing letters and posting job advertisements is low, but it requires a lot of manpower and material resources and the recruitment effect is relatively poor. It is estimated that about 15% of the total recruitment plan can be completed.

Cost calculation method: (X yuan/month * 65438+February) +(x yuan/letter * 300 letters) =? Yuan/year

(2) The recruitment cost of introducing and contacting the intermediary agencies is relatively high, but the manpower and material resources are less, and the recruitment effect is better. It is estimated that about 85% of the total recruitment plan can be completed.

Cost calculation method: x yuan/person * 456 people * 85% =? Yuan/year

③ Booth fee for job fair: X yuan

To sum up: It is estimated that the total recruitment cost in 20XX is:? Yuan+? Yuan +x =? Yuan.

Human resources department of the company

20XX x month XX day

Proposed: Human Resources Department