One Page Format Recruitment Plan
I. Objectives
This recruitment plan provides a structured, efficient approach to attract and hire top talent for [Your Company Name]. Emphasizing a candidate-focused process, it outlines strategies, timelines, resources, and evaluation criteria to secure qualified professionals who align with the company’s values and growth objectives.
II. Recruitment Strategy
Sourcing Channels: Use job boards, social media, and employee referrals for diverse candidates.
Screening Process: Use resume reviews, phone interviews, and skills assessments in a multi-stage approach to find qualified candidates.
Interview Structure: Use structured behavioral interviews to evaluate candidates' problem-solving, communication, and customer focus.
Ensure a positive candidate experience with timely communication, clear feedback, and a smooth interview process.
III. Timeline
Week 1-2 | Job posting and initial candidate sourcing. |
Week 3-4 | Resume screening and phone interviews. |
Week 5-6 | In-person interviews and skills assessments. |
Week 7 | Final candidate selection and offer negotiation. |
IV. Evaluation Criteria
Customer Service Skills: Ability to handle challenging customer interactions and resolve issues effectively.
Communication: Clear and concise communication skills, both verbal and written.
Problem-Solving: Demonstrated ability to troubleshoot problems and find creative solutions.
Team Fit: Alignment with [Your Company Name]'s values and culture, as well as the ability to collaborate with team members.
V. Resources and Budget
Budget Allocationa: $5,000 was allocated for job postings, advertising, and recruitment tools.
Staffing: HR team members dedicated to managing the recruitment process, conducting interviews, and coordinating candidate assessments.
Technology Tools: Utilize an applicant tracking system (ATS) for streamlined candidate management and reporting.
VI. Communication Plan
Regular updates are provided to hiring managers and stakeholders on recruitment progress.
Prompt communication with candidates regarding application status and next steps in the process.
Feedback sessions with interviewers to ensure consistency and fairness in candidate evaluation.
VII. Metrics and Reporting
Time-to-Fill: Target to fill the position within 8 weeks from job posting.
Cost-per-Hire: Aim to keep recruitment costs below $500 per hire.
Candidate Quality: Measure candidate satisfaction and retention rates post-hire to assess recruitment effectiveness.
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