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You want to attract and recruit qualified applicants who will be great for your company, but where to begin? Jumping in, head-first, without any clear strategy can lead to a full-fledged mess. And future employees will take notice. Candidates want to work at a company where they feel confident in the organization, and this confidence starts at the very beginning of the hiring process. If you want to create a talent pool of the best candidates for the organization, you need to start with a strategic hiring plan.

What is a Hiring Plan?

A hiring plan, or a recruitment plan, is a calculated strategy for hiring new employees. It will help identify and align company goals with a particular role and department, essentially presenting itself as a timeline for the hiring process in the year ahead. 

What to Include in a Hiring Plan

It might be a bit overwhelming, thinking about creating an entire hiring plan a year in advance, but breaking it down into components will help make it easier.  A strategic hiring plan should include the following elements inside the overall plan:

  • Open positions 
  • Recruitment calendar
  • Budget information 
  • Tracking and assessment tools
  • Managing tools for recruiting efforts

HR’s Role in Creating a Hiring Plan

The role that an HR team plays is a vital part in the overall planning of a recruitment plan, composed of new hires and replacements. The recruitment plan is spread throughout a year and is divided into quarters and months.

The HR team needs to have the ability to analyze the current workforce and predict how changes may influence the current growth plan. There are several parameters that should to be taken into consideration:

  • Type of employees (full-time, freelance, contractors, etc.)
  • Age (retirement)
  • Seniority
  • Professional experience
  • Promotions
  • Mobilization
  • Turnover

Once the HR team analyzes the current employment state and has a full picture of what is needed for the future state, they can then execute the recruitment plan.

Throughout the year, on a monthly base, the Finance team continues to track the number of people inside the organization, verifying the actual number of employees versus the planned number. 

6 Steps to Create a Hiring Plan

1. Configure a Skills Gap Analysis

Analyzing your current employment situation is a great way to identify what you need for the future. Make an assessment of the current skills inside your company and where the gaps lie. A good HCM platform can help you quickly and efficiently analyze your current status and provide the data you need to help you identify future roles that need to be created. 

2. Create a Recruitment Calendar

A recruitment calendar is a tool that visually brings your hiring plan to life. It should include the positions you’ll need to hire per quarter, the total headcount for each department and a hiring timeline. 

3. Update Job Description Requirements

A clear-cut job description is key to bringing in qualified candidates. It should contain an updated description of the role’s duties and requirements. 

4. Calculate a Hiring Budget

Your recruitment budget is an estimation of how much you plan on spending on recruitment in the following year. There are many costs that should be included in your hiring budget, such as marketing, job fairs, branding, travel expenses and salaries etc. 

A great tool to use for calculating annual budgets is the workforce planning tool, which enables HR teams to plan, manage and track the number of people in the organization. The HR software simplifies accurate budget production and creates ‘what-if’ scenario analysis for human resource-based expenditures.

5. Establish a Candidate Selection Process

The hiring process should take in consideration the entire team you are attempting to build, not just an individual hire. You should be thinking in terms of the overall picture of hiring for the entire company. That being said, looking for the “perfect” candidate can be difficult, but having a process in place will help eliminate future issues. 

6. Make an Offer

The last step in the hiring process is actually choosing your future employee. Defining how the offer will take place should be included in the hiring plan. This should include any negotiations and who will be taking the lead in making the offer. 

Connecting a Hiring Plan to Ongoing Business Goals

Creating a hiring plan is the most efficient tool in strategically “rethinking” the way your company hires, but it should also connect to the overall business goals of the company. Once the hiring plan is in place, it should be constantly analyzed, optimized and revamped to meet your business’ needs as well as any changes that appear over time. It’s an ongoing opportunity to proactively improve your hiring process. 

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