- 12+ Recruitment Strategy Plan Examples in PDF | MS Word | Google Docs | Pages | Examples

12+ Recruitment Strategy Plan Examples in PDF | MS Word | Google Docs | Pages


Among the hundreds of applicants applying for jobs every day, how does one make the right hire? A statistic by Peter Economy on Statista shows that every job opening attracts up to 250 resumes. Out of this number, the recruiters will only interview 4-6 people and hire one person. To select the best candidate, what are the things to consider? What should you do to analyze the applicants effectively? How do you come up with an effective recruitment strategy plan? Follow through to find out.

What Is a Recruitment Strategy Plan?

The word recruitment refers to the act of attracting and hiring qualified candidates for a position in a company or organization. This is a long process which includes shortlisting applications into a few number. The results could greatly affect the company, so as the recruiter, you need to do a good job in choosing the best applicant. To do so, you need to develop a strategic plan beforehand, so you can know what steps to take in filtering out the best applicants. A recruitment strategy plan is an action plan that involves ideas and steps that a recruiter deems helpful in recruiting the best candidate.

12+ Recruitment Strategy Plan Examples

1. Recruitment Strategic Plan Template

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Size: A4 & US

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2. Recruitment Strategy Plan Example

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Size: 242 KB

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3. Recruitment Strategic Plan Sample

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Size: 828 KB

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4. Student Recruitment Strategy and Marketing Plan

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Size: 8 MB

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5. Staff Recruitment Strategy Plan

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Size: 29 KB

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6. Recruitment Strategy Plan Format

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Size: 217 KB

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7. HR Recruitment Strategy Plan

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Size: 326 KB

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8. Undergraduate Recruitment Strategy Plan

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Size: 869 KB

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9. Student Recruitment Strategy Plan

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Size: 126 KB

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10. Sample Recruitment Strategy Plan

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Size: 729 KB

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11. Recruitment Strategy Plan Format

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Size: 270 KB

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12. Student Recruitment Strategy Plan Example

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Size: 381 KB

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13. Recruitment Strategy Plan Outline

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  • MS Word

Size: 70 KB

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How to Make the Right Recruitment

There are a lot of talented applicants out there and your goal is to attract and recruit the most suitable person for the open job position. A lot of planning is required in this process, since one wrong move could cost you the top talent. Follow these steps to end up recruiting the best applicant.

1. Write the Job Description With Clarity

An effective recruiter should provide a detailed description of the requirements needed for the job opening. Your job description should include the required years of experience, education accomplishments, the specific skill set needed, how much salary would be offered, and other important details. This could prevent those candidates that are unqualified from applying.

2. Utilize Job Posting Sites

Gone are the days when the most effective way to attract applicants are through the use of flyers. In present times, most job seekers look for job openings online. According to Pew Research Center, 54% of adults from the USA claimed that they looked for job information online. There are plenty of heavily visited job posting sites nowadays, and considering that we are now living in a digital era, it is safe to assume that a lot people spend most of their time using the internet. In order to attract more talented people to apply for the position you are offering, you must utilize these job posting sites efficiently.

 3. Improve Your Employer Branding

Before job seekers send an application form to the company they are interested in, they do an intensive research about the company first. They ask people and search the company online. There are websites wherein employees, employee candidates, and former employees could give reviews and feedbacks to your company. These reviews could affect the perception of these job seekers about your company. You must take your branding into consideration if you want to appeal positively to the job seekers.

4. Start a Referral Program

A referral program can be very beneficial to your budget. When your employees participate in the referral program and refer talented acquaintances to work for your company, it can help you save a lot on the cost of paying a recruitment agency and advertising. This program will also help in increasing employee retention. Most of the time when your employees refer people, it is because those people are interested in your company. When people are interested in working for a company, they tend to stay longer.

5. Shortlist Applicants

After attracting tons of talented applicants, the next step is to shortlist. The first thing that you need to do when you shortlist the applicants is to decide how many applicants can go through the interview process. Next, is to check whether or not the applicant has the requirement or criteria that you are looking for. If there’s still a lot of resumes in your hands after doing these steps, you should consider another eliminating factor until the list is short enough. Don’t forget to notify the unsuccessful candidates.

6. Enhance the Interview Process

The interview process is the most important part of the recruitment. It is where the recruiter can determine who is the most qualified for the job. Improve your questions for the interview, don’t use generic and commonly asked questions. Ask meaningful interview questions that are related to the position that you are offering. That way, you would know if an applicant is truly knowledgeable in that field. It is also necessary for you to give them information about the role during this process.

What makes recruitment important?

As a company grows, new job positions would open, giving opportunities for job seekers. The recruitment process is where you attract candidates and filter out who is the best for the position. If you make the right recruitment, the person that you hired could become an asset to the company.

What challenges would I face in recruiting?

The challenges in recruitment differ depending on the job position and the company. As much as there is a competition between applicants, recruiters also compete with each other in hiring top talents. This is one of the greatest challenges that recruiters face. Other common challenges that recruiters face during recruitment are a lack of qualified candidates, difficulty in attracting passive candidates, retaining millennials, and inability to use data effectively.

How can I overcome recruitment challenges?

If you’re facing difficulties in staffing, you need to change your current approach. You can also ask for feedback from your candidates and hiring managers, so you would know what are the areas that need improvement. Engaging your current employees could also help you overcome the challenges that you are facing. If your employee is engaged, there’s a possibility for him or her to make referrals. Referrals can make the recruitment process easier.

As the number of job seekers increases by the day, it becomes more and more difficult to choose the perfect candidate and make the right recruitment. Recruitment plays a vital role in the development of your company. Whether you recruit a liability or an asset, depends on how strategic your recruitment plan is.

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