Recruitment planning is common for businesses with steady growth and relatively large staff fluctuations. It is obvious that the personnel reserve must be part of the departments in the company based on factors such as development, business expansion, expected personnel replacement or other elements of the department. However, the appraisal, capture the detailed requirements of the personnel needed and the plan sometimes are so hard that some enterprises choose to use HR consulting services. Let take a look on the recruitment plan of them!
Step 1: Appraisal of personnel plans of departments
First of all, HR consulting services need meeting up to analyze and clarify personnel needs to be recruited, including: detailed purpose, time, quantity, job description, compensation, requirements for recruiting personnel, the source of seasonal, projected or formal labor. To have specific plans, you had better pay attention to issues of contract expiry and maternity staff.
Step 2: Analyze needs and plan hiring
Next step is aiming at the popularity to evaluate the success rate in recruiting as well as analyzing the completion time, the cost ... For example, recruiting accountants is quite simple due to the large number of candidates, so it is not necessary to find sources of recruitment but the evaluation of professional skills should be focused. For higher positions such as director or deputy director, the recruitment should be done in a different direction, including the plan to hire a hr consulting services.
Step 3: Adjust based on reality if there is a change
Due to the long-term plan, the adjustment of the plan is absolutely necessary, but it should be based on practical analysis and must still ensure the development element of the business.
Regarding the elaboration of irregular recruitment plans for the following categories:
● For the replacement staff
This is a simpler recruitment plan because the descriptions and jobs of the staff are clear. Finding a replacement based on the available information, but you need to pay attention to experience (if any) about the staff from the previous position. For example: Warehouse employees take leave due to toxic issues, the next planning must anticipate and offer solutions to this problem.
● For adding new personnel
It is necessary to clearly indicate the need for new additions, specific job descriptions, responsibilities, responsibilities and specific requirements of new personnel. The human resources department needs thorough due diligence as this will involve a lot of factors as analyzed above.
Human resource interview
Step 1: Determine the type of recruitment to develop your plan
Examine the current urgent work to be done when the former employee leaves or need to immediately deploy a new project unattended. Therefore, it is necessary to immediately supplement the missing personnel.
Step 2: Plan hiring method and recruitment time
Clarify the requirements for personnel and give directions for implementation. Setting criteria to evaluate the competency, culture, salary of candidates help filter records in accordance with the recruitment needs of the company. The round of interview room will help hr consulting services have the most detailed view of candidates. Thereby selecting the best people working at the business.
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