How to create a recruitment plan?
To select the right professionals at the right time, it is essential for companies to implement a recruitment plan. Do you want to know what a recruitment plan is and how it is carried out by the human resources department? It is crucial to understand this tool in order to anticipate business needs and forecast which profiles will be required, a key factor for business success.
72% of companies face certain difficulties when trying to find specific professional profiles (according to a Randstad report).
On the other hand, around 35% of companies plan to increase their workforce (FAEDPyme). These two figures invite reflection and highlight the importance of having a recruitment plan, a strategy that the human resources team must be able to develop and manage in order to achieve business objectives.
What is a recruitment plan?
First, it is important to define what a recruitment plan actually is, what it involves, and what advantages this human resources approach offers to improve a company’s internal operations. Here are three key points:
- A strategy developed by the HR department / recruitment consultancy.
- Planning based on the staffing needs of a company.
- A set of actions designed to hire the best professionals for the required positions.
The benefits of knowing how to create a recruitment plan are several:
- Optimize time in selection and hiring processes.
- Improve the quality of all stages, from identifying staffing needs to signing contracts with new employees.
- Increase effectiveness in finding profiles that best match the brand and its needs, as well as the roles to be performed.
- Brand image is positively impacted, both among employees and candidates, as well as within the industry.
How to create a recruitment plan?
The benefits are clear, and we have already covered why this is such a valuable HR tool. When developing it, several steps must be followed to understand how to create a recruitment plan:
A. Assess needs and set priorities
The company’s present and medium/long-term future must be considered. Based on projects, resources, and available budget, it is necessary to define staffing needs and the company’s capacity to invest in human capital.
B. Define positions and candidate profiles
Experience, technical skills, and soft skills must be defined according to the responsibilities of each role.
C. Resources to find candidates
Through social networks, the HR department, job postings on specialized platforms, outsourcing recruitment, etc.
D. Selection techniques and tools
This is a key aspect that should be included in any recruitment plan. The CV is one of the most common tools, but it is also important to define the channels through which applications will be received.
E. Final decision: who makes it and how is it communicated?
Key aspects of the strategy include who has the final decision and how it will be communicated to candidates.
F. Onboarding
Start dates, onboarding process, training programs, assigned mentors, and adaptation plans should all be defined.
G. Continuous evaluation
Define how performance will be evaluated, whether additional training is needed, or whether the candidate passes the probation period.
Recruitment and selection plan: steps to follow
Once the recruitment plan is defined, it is time to implement it and begin the selection phase, which is part of the HR process. The key steps are:
- Define the positions to be filled
- Establish the required skills and qualifications
- Choose recruitment channels: internal HR, external consultants, online platforms, etc.
- Set timelines: job posting, CV screening, interviews, decision-making, and final selection
- Communicate decisions to both selected and non-selected candidates
Recruitment and selection tools
One of the key elements of an effective recruitment plan is the selection tools used. There are more and more ways to find the ideal candidates, and HR professionals must be familiar with them. This is why it is covered in depth in programs such as the Master in Human Resources at EAE.
The most commonly used recruitment tools include:
- Internal HR departments
- Job portals
- ATS systems (Applicant Tracking Systems)
- External consulting firms
- Candidate assessment platforms
As mentioned, these tools are essential for HR professionals. Recruitment planning is now a key strategy within business intelligence in any organization.
