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Strategic Recruiting Plan
Recruiting & Staffing
Strategic Recruiting Plan
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I'm looking for how-to/examples/outlines to follow to create a strategic recruiting plan for my company (mid-size, about 50 people). Any suggestions?
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Forums » Topic Forums » Recruiting & Staffing » Strategic Recruiting Plan
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Strategic Recruiting Plan
posted at 4/4/2001 1:43 AM EDT
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Posts: 2
First: 4/4/2001 Last: 11/20/2001 |
I created a recruitment strategy several years ago and used the following format:
EXECUTIVE SUMMARY -- provided historical data of organization in association with marketplace, local market conditions and trend information. HISTORICAL AND PRESENT CHALLENGES -- charted employment and turnover history for organization over 10 year period, discussed salary, training and promotion practices and any related issues RECRUITMENT NETWORK -- identified the existing recruitment sources and proposed SCREENING AND TESTING PROCESS -- recommended the adoption of a screening and testing process to help better matach candidates to needs SELECTION PROCESS -- recommended implementing reference checks, criminal investigations, credit checks and drug screening tests as part of process CONCLUSION -- recapped issues and suggested solutions ... Hope you find this helpful |
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Strategic Recruiting Plan
posted at 4/4/2001 8:04 AM EDT
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Posts: 3
First: 4/4/2001 Last: 3/26/2009 |
The Millennium Group International is a human resource consulting firm in the Washington DC metropolitan area that focuses on organizational talent issues. Regarding your request for creating a strategic recruiting plan, we suggest you begin your plan with a link to our organization's strategy. Given the goals of your organization, what talent is needed to accomplish these goals, and even better, exceed expected results. Mapping the organization's talent needs and the existing talent pool is a critical step in a recruiting plan: what currently exists, what does not, how will you get it, train it, etc., so that it is in the right place at the right time, doing the right things.
If you'd like to learn more about The Milllennium Group and our work in the field, feel free to contact me via email. |
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Strategic Recruiting Plan
posted at 4/4/2001 8:52 AM EDT
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Posts: 1
First: 4/4/2001 Last: 4/4/2001 |
Hi JR,
Many firms "strategic recruiting plans" are much more complex than they need to be... which results in bad strategy and little execution on the plan. Start small and work forward. Find out some basics. First of all, what's the budget for next (or this) year? What percentage change is there, up or down? ROUGHLY, What does this change equate to in people? For example if you budget is predicted to increase at 20%.. roughly estimate 10 hires... you may hire fewer more exspensive employees, but chances are you can't afford many more than the percent increase in budget. Roughly, what do you expect your turnover to be? If you're not sure estimate based on what you or your management feels is slightly low (10% -20%?). Include in your thinking suspected performance turnover as well as people resigning. This example results in a ballpark estimate of 5-10... again simplify... turnover estimate=7. This DOES assume positions will be replaced when vacant... if the budget doesn't assume that, adjust accordingly. So, in this example, your overall hiring requirements would be estimated @ 17. Now 17 What? Where? Again keep it simple... where do the budgets indicated the most change? Are you beefing up engineering or is this the year you build your US Sales force? Do a rough cut of hiring needs within the 17... for example: engineering = 8, sales = 5, all other = 4. Now, make sure the budget includes a cost per hire figure for each estimated position... something between $5,000 and $10,000 per position...simplified: $7500 per hire. This may make some of your managers gasp, but they have to pay to play in this market and for every 3 hires the company makes through an employee referral you'll probably spend $15K on a fee or advertising or relo... or something. At this size (50) establish the notion that Budgeting for hires IS required, but SPENDING for hires IS NOT required. Do everything you can NOT to spend the entire budget allocation (this creates a win!), but BUILD the expense into the financial plan or you WILL fail in management's eyes. I would also not refer to this yet as a Stategic Staffing Plan... I would undersell at this point and refer to it as 'FY01 Hiring Targets'. You'll only get to be strategic after you have establish trends to analyze. So here you go... nyk FY01 Hiring Targets Current Employees: 50 Projected FY01 Turnover: 7 Projected Additional Hiring: 10 10 Projected FY01 External hiring: 17 FY01 projected headcount: 60 Projected Hiring Costs: $ 7500 x 17 = $127,500 PLUS the cost of you and current Staff.... If you perform staffing along with your other work... which at your size you probably do. Then quarterly, report where you are against projections, adjust plans to budget changes. Report by group wherever possible to spot issues early. Keep in mind promotions and transfers may change the source of you hiring, but the backfill should keep the external hiring close to projections. Next year you have FY01 Plan vs. Actual and add the FY02 projection. Then all you need to do is repeat as necessary. This is the ORGANIZATION'S hiring target... not yours... make sure managers agree with the targets. Iif they don't, change them to match their targets. When they come out different... they learn to adjust their projections and they don't blame (only) you for the misjudgement (well... don't get your hopes up on this one, but you'll be better positioned). One more thought: Add resources EARLY to hire quickly... reduces resources quickly. Inefficient staffing functions add resources too late (adding to costs, time, workload and decreasing credibility) and cut resources reluctantly, resulting in cost over-runs. So I hope that helps. If you have any questions, let me know. See you soon, Eric Lane ericlane@yahoo.com eric@icarian.com my bio link, fyi: http://www.icarian.com/company/executives.html |
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