How to write a recruitment plan, what should I pay attention to?

The recruitment plan is that the human resources department, according to the application of the employing department, combines the human resources planning and job description of the enterprise, clarifies the positions, the number of personnel, the qualification requirements and other factors that need to be recruited in a certain period, and formulates the implementation plan of specific recruitment activities.

By regularly or irregularly recruiting all kinds of talents needed by the organization, we can enrich the new force for the human resources system of the organization, realize the rational allocation of human resources within the enterprise, provide reliable guarantee for the enterprise to expand the production scale and adjust the production structure, and make up for the shortage of human resources at the same time. Avoid blindness and randomness in personnel recruitment.

The recruitment plan generally includes the following contents:

1. Personnel requirements list, including job title, number of people, qualification requirements, etc. Recruitment;

2. Time and channel for releasing recruitment information;

3. Recruit candidates for the team, including the names, positions and responsibilities of team members;

4 candidates' assessment plan, including the assessment location, approximate time, the name of the topic designer, etc.

5. Deadline for recruitment;

6. Appointment time for new employees;

7. Recruitment budget, including information fee, advertising fee, talent exchange fee, etc. ;

8, recruitment schedule, as detailed as possible, in order to facilitate the cooperation of others;

9. Recruit advertising samples.

How to formulate

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How to make a talent recruitment plan?

Talent recruitment should combine internal training with talent introduction. This is the principle that HR needs to consider first when determining the recruitment plan.

There is a difference between internal training and talent introduction in determining employment standards. For recruitment standards that focus on internal training, we can consider the actual work experience of recruiters.

We don't make harsh requirements in practice, but we should require candidates to have the potential for training. The recruitment of such talents can be combined with school recruitment and talent market recruitment; In order to introduce talents, it is necessary.

Work experience and adaptability should improve recruitment standards, and ensure that imported people can immediately enter the job role. The recruitment of these talents should adopt the principle of combining "poaching" from competitors with social recruitment.

When it comes to "poaching", HR usually pays attention to the outstanding talents of competitors, and establishes their files to keep in touch and communicate, so that when employing people, they can have suitable "poaching" targets.

The principle of combining the existing manpower allocation with the necessary manpower reserve should be considered in talent recruitment.

Talent planning should be combined with enterprise development strategy and business planning. HR should ensure that talent planning should not only ensure the current manpower demand and allocation requirements of the enterprise, but also reserve corresponding manpower for the future operation and development of the enterprise, so as to avoid the passive situation that talents are not available when the enterprise urgently needs employment.

Therefore, when HR formulates the recruitment plan, on the one hand, it should consider the talent recruitment plan urgently needed by the enterprise, on the other hand, it should be considered according to the needs of the business development of the enterprise.

Appropriate talent reserve plan. For those who need to reserve talents, HR can consider recruiting some students with lower costs, and then let them implement the mentoring program for old employees, so that these talents can be reserved when the enterprise needs manpower.

The corresponding supplement to the post.

Detailed salary party

Cases, Regulations on the Management of Probation Period of Talents and Employee Promotion Plan are also essential corresponding plans for HR to formulate talent recruitment plans. In practice, many enterprises lack corresponding compensation schemes, and the lack of these schemes

It will bring great troubles and difficulties to HR recruitment, because without these corresponding plans to support HR work, it is difficult to answer these questions related to the vital interests of recruiters in recruitment, thus creating the fear of increasing talents.

Entering the enterprise, and the lack of these programs will make recruiters and entrants feel that the management of the enterprise is not standardized, so that it is difficult for people to recruit and retain them. So HR

When making a recruitment plan, we must see whether the dealer's enterprise has these corresponding plans. If not, it is necessary to make a detailed plan and pass the corresponding process approval before starting the recruitment work.

Writing steps

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The preparation of the recruitment plan generally includes the following steps:

1. Get personnel demand information:

Personnel requirements generally appear in the following situations:

(1) Personnel demand information clearly specified in the human resource plan;

(2) Vacancies arising from the resignation of enterprise employees;

(3) The department manager submits the recruitment application for examination and approval by relevant leaders;

2. Select the release time and channel of recruitment information.

3. Initially determine the recruitment team.

4. Initially determine the selection of evaluation scheme.

5, clear recruitment budget

6. Prepare the recruitment schedule.

7. Draft a job advertisement sample.