Every company needs to recruit and staff—the manpower is what fuels the company to produce. Without them, the company remains to be a useless and stagnant force. People with different talents and skills demonstrate varying abilities. From the company’s standpoint, these abilities should be put into good use. In short, the people you welcome into your company should be worth your investment. To demonstrate this, you need a skillful recruiter to do the job—a recruiter that is knowledgeable about sourcing talents and analyzing the candidate if he or she fits the bill. Nevertheless, to organize your company’s short-term recruitment plans, you’ll need a detailed recruitment plan.
What Is an Annual Recruitment Plan?
An Annual Recruitment Plan is a kind of a strategic plan containing the short-term recruitment strategy/plans of the company. It contains a step-by-step approach on how to properly source the perfect candidate. An annual recruitment plan usually entails the following: the title of the job opening, the avenue to post it, the target market, the interviewing process, down to the acceptance of the candidate.
Plans, in general, serve as our benchmark in achieving our goals. But unforeseen circumstances can change the rules of the game. Be not too rigid with your plan, but be flexible enough to yield to the waves of the circumstance. Although this is not a 100% foolproof plan, it guarantees a sense of security for the company on what’s to come.
Recruitment in the Ancient Times
According to an article by Ere, Julius Caesar was the first person to demonstrate the recruitment or recruiting practices. He promised a financial reward to his soldiers if they can recruit others to join the Roman army. This is known today as an employee referral program.
This measure is adopted by companies if hiring proves to be challenging.
Recruitment: What’s Hot and What’s Not
You might have exited the company’s premises bearing the recruiter’s promise of calling you back. Being the hopeful candidate that you are, you hold this promise to be true. Most of the time, the promise of calling you back is just a polite way of saying, “You are not qualified for this position/you lack the skills/experience required for this position.” The bitterness of reality is often frustrating and anger-inducing.
What employers seek for an ideal candidate is the experience that you bear. If employers hire an inexperienced candidate just for the sake of filling in the position, it’s a liability for the company itself.
10+ Annual Recruitment Plan Templates in PDF | DOC
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How to Make an Annual Recruitment Plan
Making your recruitment plan requires deliberate and careful planning. A hastily and poorly made sample plan will not bear an exceptional output. What you’ll need is a step-by-step process of making it:
1. Set Your Goals
You cannot just make a recruitment plan without an objective in mind—it’s just messy. You have to have a reason for making the recruitment plan. This can be made to attract more skillful employees, improve your company’s branding, and any other purpose you have in mind. Look into your company’s shortcomings in terms of recruitment practices and make it a goal to improve these. Setting your goals at the onset will help you align your goals.
You should already know what you want before making your recruitment plan.
2. Market Your Company
We have all been applicants once. And one of the most crucial things we consider when applying is the company’s reputation and what it can offer. We also look for reviews to gauge whether the working experience and environment are suitable for us. This would mean putting ourselves in the shoes of the outsiders.
Be conscious enough of how your company is perceived by applicants. Listen to constructive criticisms to improve the branding of your company. Improve your current practices for current and future applicants.
3. Start the Search
Once you have improved your current practices, you may now start searching for candidates. Be clear about what you want by explicitly stating it from the start. Find the appropriate avenue for your job posting.
In today’s digital world, most of the job postings are found online. You might want to display your job postings there. Aside from online job postings, you may also promote employee referrals.
4. Keep Your Interview Skills in Check
Are your interview skills a little rusty? If yes, then you might need some polishing in that area. Practice your interview skills with a colleague or a friend. Or, when you are at home, practice in front of the mirror. This will help you assess your approach in front of the applicant. Also, remember to ask the right questions to obtain the right answers. The goal here is to get to know more about the applicant.
5. Take Your Pick
After all the interviewing, it is now time to take your pick. Aside from skills, you should also look for personality in the candidate. Think hard and think twice before giving a job offer. You and the applicant should have a mutual decision regarding the compensation and benefits and other important employment-related concerns.
6. Ask for Updates Now and Then
Once the applicant is considered for the position, the next step is to comply with all the requirements. Ask for updates from the applicant regarding their completion of the requirements.
Don’t forget to take down the job postings to prevent more applicants from applying. For the unsuccessful applicants, notify them through a text message saying that they did not make the cut. Extend courtesy by letting them know formally, instead of letting them figure it all out on their own.
In its entirety, an annual recruitment plan should improve your recruitment practices or selection in the company. It can help the human resource department be more adept at screening the applicants. Your recruitment plan doesn’t have to stay the same each year—you may revise it yearly to achieve an impeccable recruitment practice. Impeccable recruitment practices can improve your company’s branding, as well.