Recruiting new employees can be a stressful and lengthy process without proper preparation. It may take many months to find the right candidates for your company—even then, it’s difficult to determine the duration of their stay. You might be spending an exorbitant amount of money on recruitment agencies and processes, only to have a new employee leave after two months. This is why it’s paramount that you first develop a recruitment plan for your company before embarking on a hiring process.
A recruitment plan is designed to assist you in attracting, hiring, and retaining quality candidates while maximizing your company’s budget. It may include cost-effective sourcing methods to receive more applicants, like posting job openings online. If your company is based in Metro Manila, many websites can help you attract candidates searching for Manila jobs. Your recruitment plan may also involve the creation of an employee value proposition to increase retention rates.
Whatever your company’s goals may be—whether it’s streamlining your hiring process or diversifying your teams—formulating a concrete recruitment plan is the best way to achieve them. Want to get started? Below are six steps to help you develop a successful hiring strategy:
Observe and Take Note of Your Recruitment Needs
Before hiring any new employees, you should assess your company’s recruitment needs. Factors to take note of include employee turnover rates, promotions, skill gaps, and company growth. The number of people leaving your organization and getting promoted will certainly increase the number of vacant positions that need to be filled.
Survey your company’s teams to see if any skill gaps need to be addressed. In doing so, you’ll be aware of the competencies that candidates must possess to supplement these gaps. Lastly, take note of your company’s growth. For instance, it may have gained more clients and projects over the past month, which means that you might need more employees to help with operations.
Be Clear About Your Candidate Requirements
Who are your best workers, and what traits do they possess? What are the reasons why some people stay at your company, while others don’t? These are just some of the questions you should ask while thinking about the qualities you want in a candidate. The more specific your job descriptions are, the more likely you are to find applicants that match your company’s expectations.
Utilize Effective Marketing Channels
Choosing the appropriate marketing channels is essential for a smooth sourcing process. Using online job boards can be quick, convenient, and budget-friendly. To avoid receiving an influx of applications from unqualified candidates, make sure to use sites that cater to the specific demographic you’re looking for.
Setting up an employee referral system is also a great way to source good candidates with less cost. Instead of paying a large sum of money for print advertising or external recruitment, why not offer an incentive to employees who recommend qualified candidates? This way, both the company and its employees can benefit from the recruitment process.
Deliver a Compelling and Realistic Employee Value Proposition
Providing potential candidates with an employee value proposition (also known as an EVP) should be a part of your recruitment plan. An EVP is a written statement that discusses your company’s work culture and benefits. It should show applicants what they can gain from working at your company. These are often benefits like competitive compensation, work bonuses, insurance, flexible working hours, and paid vacation leaves.
Candidates should be aware of all the necessary details about the role and your company so that they know what to expect. Be as honest and detailed as possible when discussing your organization’s work culture and goals. By doing this, you can attract the right employees and increase their retention rates, as they’re less likely to feel dissatisfied from unrealistic expectations.
Develop an Effective Onboarding Process
A stressful and disorganized onboarding process can result in losing new hires. This is why streamlining the onboarding process is a necessary part of your recruitment plan. It can greatly boost your company image and employee retention rate while ensuring the success of new hires. You can also consider sending recruits a welcome package, virtual greetings from their co-workers, and important equipment before (or during) their first week of work. These things may seem small, but they can really help new employees feel welcome and better able to adapt to their new environment.
Create a Recruitment Budget Plan
Of course, a recruitment plan can’t be completed without building a proper budget for it. Be sure to take note of all your recruitment costs, including expenses for sourcing, employer branding, recruitment technology, background checks, medical exams, and the like. A well-planned budget may prove just how high the returns of in-house recruitment can be, especially when it comes to growing your company and maximizing its finances.
Creating a recruitment plan may take some time and effort, but you’ll soon find that it’s well worth it. A successful plan helps you hire the best candidates for your company, without having to spend too much time or money. After all, a company’s performance depends on its employees, and you’ll want to make sure that yours are always up to par.
Germaine Ignacio is a freelance writer. As a Psychology major, she is interested in how investing in personal growth and happiness can improve professional productivity. She is also an avid baker who lives with two cats.
