Recruitment Plan Sample

Recruitment and selection plan is the process of selecting the best people for a certain job vacancy among a pool of applicants. Human resource managers use the selection process as the critical decision-making method.

Recruitment plans make the hiring process easier. It helps the managers in ensuring that they hire people with the right skills and qualifications for the specified job. When an organization has a good recruitment plan, it is capable of finding competent employees in a timely manner thereby, avoiding lapses in employment. This is a recruitment plan for Taft Avonics International.

Step 1: What Positions to Fill
This is the first step to the recruitment plan. At this point, the organization will identify the necessity of new employees. The positions to be filled depend on the need of the organization. And for this case, the contract to produce 20 new jumbo jets would require more manpower, and some of the positions that will need to be filled will include; procurement officers, aeronautical engineers, office administrators, and cleaners among others. The organization establishes the frame for the positions and set a profile containing the required skills and experiences. It all begins with planning. Planning in this case involves drafting inclusive job specifications for the positions. In order to attract the best candidates, effective job descriptions are created. Since the organization would advertise for several positions, each position would require an explicit description, not leaving out any necessary information. The job descriptions are made clear with no ambiguity; clearly describing the job requirements, including the major and minor tasks, qualifications, whether the positions are on temporary or permanent basis, and the working conditions.

Step 2: Build a Pool of Candidates
There is usually a reason why an organization chooses to recruit. The vacancies can be available due to; retirements, promotions, deaths, transfers, and new contracts. In this case, the vacancies are available because the organization has acquired a huge contract. A proper strategy is laid to help the organization in considering the steps to be taken; the type of recruitment method to be used; the region from where the candidates should be picked, and of course they will be picked from any part of the nation depending on their qualifications; the recruitment practice to be used; the steps to be followed in recruiting the candidates; and whether to employ from within or outside. The organization will basically choose to employ from outside because, the number required for these positions will be many, so the new employees will add to the number of the existing employees.

The organization will focus on putting advertisement on various platforms so as to get the external sources. The external sources are usually many; they are the people who have no connections with the organization but get to know about the vacancy through advertisements over the radio, television or on newspaper, and through consultancy firms. Once the organization is clear on the skills and qualifications of candidates required for the positions, an appropriate strategy which would be used in the recruitment process is formulated. The human resource manager will notify other hiring managers about the upcoming recruiting process and what they will be required to do. The major areas to forecast include; the expected personnel headcount, the current internal and external candidates supply.

It is also important to consider efficient communication channels of spreading the message. The organizational ads will be printed on various newspapers, circulated via social media, and electronic media. Other factors that the company will consider before posting the ad include: ensuring that the position title is not ambiguous; the organization’s mission and vision is well-stated; and the items to be sent by the applicants, for example, professional certificates, resume, cover letter, and other necessary documents are clearly defined; deadline date and time for submission will also be given.

Step 3: Application
This will be the most important step to the hiring managers. There are several factors that determine whether a candidate’s application will be accepted or not. The applications will be evaluated depending on some specifications. The applications will be checked thoroughly to establish whether they meet some detailed requirements. For example, the organization would consider hiring multi-tasking employees, therefore, if an applicant states that ability on their application, there is a high possibility that they would be picked. Multi-tasking is a plus point for the organization. This will help in cutting of costs by employing fewer individuals who can perform various functions. Another skill that the organization would focus on is a team player. Since organizations comprise of different people with different traits, a team player’s ability is needed to maintain the balance.

Step 4: Selection
The selection process is the real interview process. The interview will be divided into smaller steps. For example, the first interview process will be the phone interview, the second will be the written interview, and the third be an oral interview, and so on. In every step, some candidates who are considered less qualified will be eliminated. The elimination process will also begin by removing candidates who fail to present the necessary documents such as certificates from professional organizations.

It is easy to identify those candidates who do not meet the necessary requirements from the start of the interview; and for this reason, all the hiring managers will have to be keen while conducting the interview process. Due to the anticipated huge number of applicants, interviews will be conducted for different positions on different days. After the initial stages of the interview, the suitable candidates will be informed when they are supposed to attend the next interview; while those that are considered less competent, who do not make it to the next round will be informed through emails or any other formal means of communication.

The interview process is time-consuming. It all begins by going through the process of reading the cover letter and the resumes, and perusing through any other relevant documents. However, screening tests will be used to ease the process. Some of the general features that will be tested at the interview room will include; personality, confidence and familiarity with the job description. After the interviews, feedback messages will be sent to all the applicants.

Step 5: Make an Offer
This is the last step of the recruitment plan. At this point, the interview has been conducted, and the top candidate gets the job. The candidates are selected on merits. The organization will obviously not go for the less qualified, even if it means re-advertising for the positions until the qualified personnel are found. Those candidates whose qualifications met those of the job descriptions will be called. The candidates will be given the full details of the job and that of the company, including the salary, working conditions and incentives. Since they will be employed on contract basis, they will be required to pick their appointment letters and sign the contract forms. Those candidates who fail to get the chance will be communicated to, they will be informed that the positions are already filled. It is important to do this because, most people attend interviews with high hopes, and they keep the hopes until informed otherwise.
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