How to write the recruitment plan

How to write the recruitment plan of 20 17 company? Below I have compiled the main points of the recruitment plan for you. Welcome to read the reference!

20 17 key points of company recruitment plan formulation

Decompose enterprise strategic objectives

If a unit's recruitment plan is divorced from the strategic goal of the enterprise, it is a castle in the air and will eventually become an empty shelf.

Therefore, the company's annual recruitment plan must be linked to the strategic objectives of the unit, and the human resources department must carefully interpret the strategic objectives of the unit and decompose them into various indicators. For example, the company needs to increase its profit by 5 million yuan next year, which is definitely impossible with the current staffing. Therefore, to increase some corresponding staffing, it is necessary to increase the number of people and recruit more people.

Therefore, decomposing the strategic objectives of enterprises is the first thing to do.

Determine the organizational structure

After the decomposition of strategic objectives, the organizational chart of the company basically came out, and the preparation of various departments and positions basically came out. Therefore, it is necessary to re-evaluate the employer's demand for employment in the coming year, reasonably set the number of positions, and determine the positions and numbers to be recruited.

Of course, not everyone needs to recruit from the outside, some positions still need to be allocated and selected from the inside, and some positions need more work because of unsatisfactory work arrangements, so that employees can be enriched and work to the maximum extent.

Determine the cost budget

A reasonable recruitment channel must have a reasonable cost budget, and the cost of a recruitment cannot account for half of the annual turnover, which is a bit exaggerated.

Therefore, we must have a reasonable budget for each recruitment channel and exchange the minimum input for the maximum output.

Determine the recruitment time

Before that, we must first make clear a principle: can internal personnel meet the demand? If not, then recruit from abroad. First, avoid the situation that there are too many jobs and too few people, or too many novices and too few technical talents, and ease the pressure of employing people and training; Second, do a good job of personnel reserve at the peak of personnel flow.

Draw up recruitment requirements

Every enterprise has its own requirements, with only a few points to pay attention to: on the one hand, the recruitment requirements of middle and senior managers should not only pay attention to work experience, work industry and professional type, but also pay attention to whether their personality characteristics, methods and values conform to corporate culture. If the budget is satisfied, you can use headhunters, after all, you will have a better grasp of professionalism.

On the other hand, grass-roots managers must have strong grass-roots work experience, and the recruitment of reserve cadres will generally be more inclined to school recruitment. First, the quality is guaranteed, and second, the plasticity is high. Therefore, we should pay more attention to the recruitment of reserve cadres instead of demanding too much work experience? Potential? Excavation work.

Perfecting the recruitment interview question bank

After the personnel come, it is necessary to interview and assess. At this time, various evaluation methods and techniques will be used. This must be planned before the year, and the interview topics and evaluation methods of each position must be done well, so that after the personnel come, they can select talents in the best and fastest way.

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