Surveys show that 45% of the companies across the globe are unable to fill much-needed positions due to the lack of qualified talent. There is no such thing as a "one size fits all" professional plan because of the diversity of every company. But there are steps that can help you in creating an effective one.
1. Determine Recruitment Goals
Exactly what are you trying to achieve in hiring new employees to your company? Determine your business and recruitment goals by writing a goal sheet. What skills and qualities are required to achieve your business objectives? Determine your business needs, specify essential skills that can answer these needs, and look for a way to attract the best people to work for you. Promote your company as a place your potential employees will want to work in.
2. Review Job Descriptions
Changes can always happen in your company. Take time to review your job descriptions and requirement. This includes your company's information, the position title, job description, qualifications, and how to apply. Check for new vacancies in your organization and check your options on how you can fill the right people in it. If there is a need to revise your job descriptions to fit the company's needs, feel free to do so.
3. Consider Recruitment Strategies
Consider making an effective recruitment strategic plan to call people's attention. First, review your previous hiring processes. Were you able to meet your company's requirements? How was the performance of your newly hired employees? Was your new-hire turnover rate high? Decide if there is a need to revise your recruitment strategies and check your budget for hiring. Get the right tools to call people's attention. You may use the Internet or post flyers to market your vacancies.
4. Keep a Short List
Once you have your strategies, it is time for you to keep a shortlist of your staffing criteria. Identify candidates who can display the skills you need for your company. Arrange the points you need to consider in the selection process in the stages of importance. You may start by checking how they present their resumes and cover letters, then you check how they approach in communication. Lastly, you evaluate their personal information and skills.
5. Create a Good Interview Technique
The next thing you do is to create a good interview technique. Start by developing job-related questions for your candidates to answer. It is preferable to ask open-ended questions to check their communication skills as well as to see how they address your questions. Create a sample survey and ask applicants to answer it and provide you a portfolio to check if their abilities fit what the company is looking for. Check thoroughly before you make a job offer.
6. Review and Check
Now that your plan is complete, review and recheck for flaws and further adjustments. Does it answer your company's needs? Does it improve your company's progress? Does it reduce your new-hire turn over rate? Ask yourself these questions. Once these questions are answered, then you just made an excellent action plan with long-term benefits for both your company and your employees.