Between the challenges the Business apart from the competition between the market together, also have a headache about how to recruit top talent on work for yourself. To see that the importance of the construction planning, personnel recruitment is essential how for business. The following article, SureHCS will suggest steps plan recruitment template to photography businesses as follows:
1. Recruitment plan is what? How is an effective plan?
This activity is to find and recruit people who have the skills, qualities needed suitable for the position to be recruited. Include the analysis and identification of needs of human resources (quantity, quality); as well as solutions to balance supply and demand for resources for business at 1 point.
According to Talent Lyft plans, personnel recruitment refers to a strategy designed to recruit staff for DN.
A recruitment plan is not just set the barrenness of the numbers that need to take is overview and covers most of the recruitment information of the future of the company, including: the total number of staff vacancies; vacancies in each department; duration, recruitment and projected budget for the recruitments this.
All the information of the recruitment plan should be prepared based on the synthesis of recruitment needs from the department in the company and approved of the leader board.
2. Why need building plan recruitment?
Today, many COMPANIES conduct recruitment in a very impromptu. Just “feel” the need to recruit more staff; company, ready to post jobs that do not prepare the technical standard in the candidate selection; work, new employees have to do; how to work in partnership with colleagues, how...
As a consequence, new employees don't know how to express capacity out stars; yourself DN also “headache” in optimizing work efficiency. Even, in many cases also cause loss of solidarity, internal divisions, to fire this person, and to then have to recruit new people.
In fact, the plan recruitment sketchy with the job description, poor will only collect about the employees, medium-range, or below average – who are desperately searching for jobs. To not recruit a vague way; to reach candidates – those who have the real capacity; commitment; and the construction of a recruitment plan, it is extremely necessary.
3. The building steps plan recruitment template
Construction recruitment plan will clearly help the employer achieve high efficiency and not passive. But the work to build the plan hr template I made and how? By the work of hr is not merely recruit, but also to training and development. To both retain talent back to his unit.
Following are the steps strung plan recruitment template reference:
Step 1. Identify recruitment needs
The first is to identify recruitment needs and vacancies are to be recruited. The personnel need to identify departments and manpower placement would need additional, as well as projects that upcoming units preparing to deploy? As well as skills that current resources are missing?
Provision of personnel to be recruited to depend on the departments in the company based on factors such as the development, business expansion, expected to replace personnel or the weak of another room. However, the appraisal and capture detailed requirements and plan must be of the hr/ recruiting department.
- Aggregate demand recruitment from the head of department/ departments.
- Meeting table analysis and makes clear the need for recruitment: details, purpose, duration, number, job description, salary and bonus requirements with the need to recruit,...
- Analysis of sources of labor time service, planned or official. Pay attention to the problem employees, the expiration of the contract, the employee maternity to have a specific plan.
A plan recruitment perfect not only clear about the numbers that it must “articulate rhythmic” to the business goals of the company. To take out the forecast human resource needs correctly and the “dovetail” the most you need to know:
- DN desire to achieve goals what in the following year?
- The activities necessary to complete that goal?
- Product or service “core” of the business?
- Scale project like?
- Media planning out why?
Based on the information and data are, determine the human resource needs of the COMPANIES, including:
- Quantity: how many employees for each job position?
- Quality: professional skills necessary for this position?
- Time: When do you need?
For example:
A Sales staff current bring revenue 500.000.000 VND/ year, then you will need to 8 staff with qualifications equivalent to achieve business objectives is 4 billion/ year. You can recruit more people to manage for this group. Duration recruit them is 2 months.
Step 2: to objectively evaluate the status of DN
The next step of the planning recruitment is to review where we are, I'm having a problem.
- Your company has with anyone?
- What are they doing?
- They have really is the matching location that work?
Let's imagine that your company operate like a puzzle. Must have full of puzzle pieces. The puzzle pieces contrasting with each other, and do not coincide or overlap. To complete the game, you don't have a choice other than to re-check all the puzzle pieces themselves are in hand and sketch should shape of the next piece.
In parallel with the evaluation, personnel should also look at getting back about benefits, policy, management, or corporate culture. These factors will directly affect the volatility of the situation of hr in the company, so as professional recruiters, you need to have the frankly and boldly give the new direction to bring optimum performance for your business.
Step 3. Plan and schedule
After determining the need for recruitment, hr needs to take out data and analysis theory into practice.Detailed calculations that the number of new staff that each department should have and when do they need to force this. With a complete plan, hr can build recruitment program long-term even years for your business.
A recruitment plan details will include the main information are as follows:
- Plan staff recruitment: the Number of vacancies; the vacancies application; description of tasks each position; expected salary; recruitment time expected; recruitment form; costed.
- Scheme of restructuring hr: allocated; rearrange personnel of the department in accordance with capacity; experience; responsibility.
- Plan, promote, and personnel rotation: Let's give grounds; specific criteria.
- Proposals to cut personnel: Given a clear basis to avoid the occurrence of litigation; disputes between COMPANIES and workers.
Step 4. Determine the skills required for each vacancy
Personnel need special out what are the requirements for candidates to not only meet the job positions they take; but also improve the quality of resources for your business. In this step, personnel should confer with the department to consult to select the filter to be suitable candidates, cost reduction, time for recruitment.
Step 5. Budget recruitment
Based on the cost of recruiting years ago personnel can estimate the amount of budget for this year, or planning, more 1 of expenses incurred. A few expenses that personnel may have to spend on the plan of recruitment as follows:
- The explosion of digital technology, then not to mention the recruitment through the social networking platform, or the recruitment site,...
- The cost of participation in the organization, job fairs
- The cost for the introduction of good candidates
- Or the cost account other
Step 6. Construction job description
A job description specific details shown clearly on location work as well as the things that a candidate can receive from the business. Can see this as leverage to help COMPANIES attract and reach more potential candidates.
Step 7. Set recruitment process clear
Creating a recruitment process clear to the classification and selection of candidates is a thing not easy. However, it should be built using a variety of approaches candidates, as well as the construction of the set of questions and challenges to candidates reveal personality. From that assessment and selection of human hair best suitable business.
Planning effective recruitment helps the business attract the right talent, optimize processes and reduce recruitment costs. However, the management recruitment craft easily lead to errors, lost time, and missed potential candidates.
LV SureHCS Hiring provider management system recruitment comprehensive help automate process from posting, screening resumes, scheduled interviews to evaluate candidates. Thanks to that, the business can implement recruitment plan quickly, accurately, at the same time enhance the experience of applicants, ensure to recruit the right people, the right time.
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Human resource is the most important asset of every business. With these steps, planning, recruitment,on SureHCS hope can provide additional sources of information useful for business and customers in planning, hr recruitment sample.
