One Page Recruitment Plan

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I. Position Overview

The position of Customer Support Representative is pivotal for [Your Company Name]'s expansion plans. Reporting to the Customer Support Manager, this role involves resolving customer inquiries, providing product assistance, and maintaining high levels of customer satisfaction.

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II. Recruitment Strategy

Sourcing Channels

Utilize job boards, social media platforms, and employee referrals to attract a diverse pool of candidates.

Screening Process

Implement a multi-stage screening process including resume review, phone interviews, and skills assessments to identify qualified candidates.

Interview Structure

Conduct structured behavioral interviews to assess candidates' problem-solving skills, communication abilities, and customer-centric mindset.

Candidate Experience

Ensure a positive candidate experience by providing timely communication, transparent feedback, and a smooth interview process.

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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.

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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.

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V. Resources and Budget

Budget Allocation

$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.

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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.

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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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