Does your organization have a hiring plan for the coming year?
Or do you just wing it each time you need to fill a vacancy?
If you’ve been winging it, now would be a good time to put a plan together.
Without a strategic hiring plan, you could find yourself struggling to fill job openings that arise unexpectedly. Or you could begin engaging candidates for a new opening, only to discover that the hiring manager hadn’t gotten buy-in from leadership before opening the requisition.
Now you have to figure out what to tell the candidates you’ve been interviewing. And those are just a couple of the issues that may arise.
You can avoid those problems and increase hiring efficiency within your company by putting a well-defined hiring plan in place.
This way, you won’t have to settle for a suboptimal candidate just because a vacancy arose unexpectedly. And you’ll know what new roles are planned so that you can begin the hiring process with enough time to find a perfect fit.
If you’re looking to develop the perfect hiring strategy for your organization, we’ve got you covered. This article will walk you through what you need to do to create an effective hiring plan.
Table of contents
- What are the key elements of a hiring plan?
- Get input and buy-in from other teams
- Plan the hiring process
- ✅ Make skills testing as part of your hiring plan
What are the key elements of a hiring plan?
A complete hiring plan will allow you to more accurately forecast your budget needs for the upcoming year, and it will help you understand how quickly you need to recruit for each role (based on the size of your hiring team and the number of roles that need to be filled in a given time period),
You can begin the planning process by answering the following questions:
What are your needs for the coming year?
- What are your company goals for the coming year?
- What strategic initiatives are planned for the coming yet?
- What roles will be necessary to meet these goals?
How much will it cost to hire the employees necessary to meet your goals?
- Can the company afford the roles?
- How much will the company spend to advertise the roles?
Where will you find the right candidates?
- How will the company source the candidates?
- What sort of candidates are needed for each role?
- How quickly do you believe you’ll be able to fill each role?
- How many hires can you make each quarter?
Additionally, you should always be prepared to fill any existing roles should the current employee leave the company.
Have a job description ready for each essential role, and have a plan in place to begin filling that role if necessary.
Get input and buy-in from other teams
You’ll need help from each department to understand what their needs are for the coming year. You’ll also rely on them to get a better idea of which roles might become vacant (either because they think someone might quit or they will need to be terminated).
By relying on feedback from each team, it should be easier to get their buy-in when the plan is complete. It’s not enough to have a plan. You also need people who are willing to follow the plan.
Plan the hiring process
You’ll want everyone to be on the same page when it’s time to hire for planned and unplanned roles. That’s why it’s important to layout the hiring process in writing. Here are some of the elements you’ll need to cover:
Role requirements and salaries
Before you can post a job, you’ll need to understand the requirements and have a job description to post. Your hiring plan should break down what you need from each prospective employee, and what they will cost the company.
To determine the cost, research how much do people in each role typically make as a starting point. But ultimately, that number will be heavily influenced by how much your company can actually afford to pay.
Where will you find candidates for each role? Certain job boards? Career fairs? Employee referrals?
And how will you narrow down the list of candidates for each role? Resume screening software? Online pre-employment assessments? Phone screens? Good old fashioned resume evaluation?
If your company is like most, you’ll probably rely on a combination of these.
If you haven’t already, determine how you’ll handle candidate sourcing and selection now so that you can be sure that you have everything in place.
For example, you’ll need to plan to send representatives to career fairs if you’re going that route. If you’re using online skills assessment software, you’ll need to begin evaluating different options and choose the one you’ll use.
The interview process includes the questions to be asked along with everything that needs to be done to set up each interview. First of all, you need to explain your interview process type in your hiring plan.
Here are some questions you’ll need to answer:
- What format will you use for your interviews? Will you use one-way video interviews? Panel interviews? One-on-one interviews?
- What questions will you ask for each role?
- Who should be conducting the hiring Interview?
- Who should be on the interview panel for each role?
Stress less with a good hiring plan
With a good hiring plan, you’ll find that you have less anxiety surrounding the hiring process.
Even when something unexpected happens (e.g., a crucial employee takes an offer with another company), you’ll know just what you need to do next, so you don’t have to worry about figuring things out as you go.
We hope this guide helps you start developing the perfect recruitment plan for your organization so that you can fill open roles without stress.
With TestGorilla, you’ll find the recruitment process to be simpler, faster, and much more effective. Get started for free today and start making better hiring decisions, faster and bias-free.