Are You Attracting The Right Employees?
Most business owners have a business plan. However we find that few have taken that a step further by creating a Recruitment or Resourcing Plan.
7 Tips to incorporating an effective Recruitment & Resourcing Strategy into your business
Many businesses do not think about Recruitment until there is an actual need to recruit and find themselves in an urgent position to fill a seat or find a resource. They then hastily recruit the next available person. Often, it is this rush and lack of clarity around the role, the clear requirements to succeed and the matching skill, experience and personality set, that leads to hiring mistakes and an on-flowing negative affect to the business’s retention rates and workplace culture.
It is surprising the difference that a brief but well thought out Recruitment Plan or Future Resources Chart can make to provide clarity and objectivity in the Recruitment process.
People drive the success of your business and planning ahead will always put you in a better position.
1) Review (or draft) your Organisational Chart.
Roughly draft what it would look like if you were to achieve all of your goals in your business plan. How many extra people would you need? What would the roles be? Which roles would split and which would be new? Draw them in in a different colour.
2) Consider time frames? – when am I likely to need this resource?
Will their hire be based on a financial trigger or metric (eg: when revenue hits a certain point or when we have x number of clients) or if it’s a supervisory role – when there are too many people for you to supervise yourself … and if so, what is that number? Write next to each role your rough time frame (month and year).
3) Highlight any potential hires in the next 12 months.
Begin to draft a Success Profile for that person. What would success look like for that person? What would you like them to achieve and in what time frame? Work backwards from that point, what skills and experience do they need to achieve that?
4) Outsourcing versus employee
Is this a hire I need to make internally or is there a different way I can structure it? Start investigating your options early.
5) Types of employees: what capacity do I need?
Is this a full time requirement, part time or ad-hoc casual basis? Start to draft out what their role might look like and how many hours it would take, considering which operational metric it links into.
6) How am I likely to find this person?
Start researching early so that when it comes time to advertise you have some basic information at hand. If you aren’t sure, start discussions about recruitment marketing early. That way you are less likely to overspend on advertising and marketing when it comes time to hit the go button
7) Communicate your Recruitment Plan to everyone!
Talk about your hiring and growth plan both internally and externally and gather feedback. Internally, use it to create excitement around growth and career prospects and ask everyone to look out for great people. Externally, bounce the ideas off peers and relevant people in your network to see if you can learn from others experiences.
8) Keep the Recruitment Plan & Future Organisational Chart alive.
Review it and update it as the business grows and don’t be afraid to make changes, combine roles and change the dates.
If you need help in drafting your recruitment and resource plan or need assistance in recruitment contact us today email@example.com