Planned recruitment: creating a plan for your business

By Indeed Editorial Team

Published 28 November 2022

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

Planned recruitment involves creating a plan based on the strategies for hiring for different positions in your company. It could consider the company's growth and what vacancies it could bring, with a detailed analysis of how you might incorporate people into the business. If you run a company or department, you may create recruitment plans. This article considers what planned recruitment is, how to create a plan for your business and tips for maintaining this plan.

What is planned recruitment?

Planned recruitment is a type of business plan that discusses how a business recruits new team members. They focus on the strategies a business uses to recruit the right people for the team effectively. These recruitment plans may adapt over time, and you may use different methods for alternative vacancies.

Related: What is the difference between recruitment and selections?

What does a recruiting plan include?

Here are some of the main things a recruiting plan includes:

  • Job description: This is the primary job description of the role. Ensure that this stays up to date and reflects the current company.

  • Information about filling the position: Consider whether the role is full or part-time, if it's temporary or seasonal and how many employees you're looking to hire.

  • Hiring timeline: Note when you expect to start and finish interviewing, when to move on to second interviews and when you ultimately wish to hire candidates.

  • Marketing strategies: Think about where you may market the vacancy. You could include it on job boards, share it on social media or advertise internally.

  • Interview plan: Think about who may conduct the interviews and what to ask them. Consider how many interviews you may need to get as thorough an opinion as possible about the candidates without using too much of their time.

  • Onboarding plan: The final part includes details about onboarding, including when you plan to hire and their first steps in the workplace.

Related: 15 types of recruiting metrics (plus descriptions)

How to create a recruiting plan for your business

Here are some steps for creating a recruitment plan for your business:

1. Think about your past and present hiring requirements

The first step is to consider your hiring requirements. Consider each position that you have in your company or department. It's always possible that vacancies for any positions could become available, so it's a good idea to list them all. Also, consider who you might wish to hire in the next year, depending on how your company may grow and if there could be any turnover.

Related: 6 stages of an effective recruitment process

2. Think about your goals

Next, consider your goals for staff members. Initially, look at your primary goals without thinking about whether you can afford the new staff members. Your goals might include increasing the number of staff members, having more people in higher levels of management or seeking more diversity in the workplace. These goals can help you accurately forecast who you might want to hire in the future.

3. Do a skills gap analysis

The next step is to consider what skills your workforce could use to meet its goals and the skills it currently possesses. For example, you might run a furniture production company and decide that solid sales skills are helpful for you to pitch new suppliers. You could analyse your current team and realise that there isn't anyone devoted to sales. Instead, professionals in other positions are undertaking sales tasks. You may discern that you could benefit from hiring a sales professional.

Related: What is a recruiting report? (Plus how to create one)

4. Create and edit job descriptions

If you don't already have job descriptions, write one for each position in your company. These are typically only a paragraph long and include all the key requirements of each position. For example, a job description for a marketing assistant could look like the following:

Example: The marketing assistant is going to carry out administrative duties in the department. Their responsibilities may include assisting the marketing team with ideas for campaigns for all platforms, including social media and traditional print. Marketing assistants may also help with smaller tasks like finances and clerical duties, such as answering emails and contacting clients.

5. Think about the hiring process and strategy

Consider the hiring process when creating your recruitment plan. First, you might wish to consider your hiring budget. This involves all of the monetary costs of hiring people, including advertising for jobs, time spent interviewing candidates and potential losses when you train a new staff member. Also, consider the platform that you might use to market any vacancies. The Indeed job board is one of the best platforms to reach high-quality and suitable candidates.

Related: How to conduct an interview (with tips and advice)

6. Consider your recruitment calendar

Your recruitment calendar is what you use to decide who you want to hire and when. You might consider busy times of the year for different departments. For example, consider whether you might wish to employ different sales teams at the end of the year. Alternatively, if you work for a Christmas decorations company, you might want to hire a larger team during the festive season.

Of course, you can't always predict when to hire new staff because some employees may leave unexpectedly. Still, having a good idea of when you might fill new positions can help. You may also want to consider some jobs that may be redundant after the current employee leaves or how you may edit job descriptions when you're next hiring.

7. Consider onboarding

Onboarding is one of the most important parts of recruiting, and it's a good idea to think about the onboarding process when recruiting. Some things that you might wish to consider are:

  • How long could it take to onboard people for certain positions?

  • Are there probationary periods?

  • What are the training materials to use?

  • How much time may other staff members take out of their day to train?

Related: Fun interview questions (with 30 example questions)

8. Keep the plan updated

The final step is to keep your plan up to date. Go over it periodically - this could be every quarter, six months or year - and update it to reflect the current climate. You might wish to consider whether you can afford to hire new staff members and whether external situations dictate if you're creating new positions. Over time, staff members' job descriptions can also change, so it might be a good idea to edit these periodically.

Benefits of using a recruiting plan

See below for some key benefits of using a recruitment plan:

  • Guidance: these plans act as a guide for recruiting new employees. These can essentially help you to save money and time.

  • Consistency: if you always follow the same plan when hiring a new staff member, a thorough recruitment plan can help you stay consistent. If you follow the plan, each recruiting experience may be the same.

  • Organisation: having proper recruiting plans can help you to stay organised during the hiring process, as you can see which part of the process you're at.

Related: How to write a concise one-page business plan (with example)

Tips for maintaining your recruiting plan

Once you've created your plan, here are some tips to consider when maintaining it.

Think about the current climate

The current economic and social climates can affect any business. For example, the coronavirus crisis caused many travel companies to cut staff members. In the future, they may edit their recruiting plans to consider how they create contracts in the future. Other factors like the cost of living can influence businesses hugely, so it's worth going back periodically to edit your business plans to ensure that they are still relevant and that you're not giving any false information in your job description.

Related: 10 key business plan sections and why they're important

Ask for other people's opinions

If you're creating your business plans, ask for other colleagues' opinions. You could ask colleagues in the same department about what they think of the plan, or you could even ask colleagues who don't work in your department for their opinions. While you might not want to make any decisions based on what your colleagues say, their ideas can help you think laterally and look at the plan from another perspective.

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