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How to build a strategic hiring plan

Elizabeth Onishuk

Elizabeth Onishuk


Hiring plan

Willy-nilly recruitment happens when nothing is in writing. I’ve seen this firsthand. Hiring managers open requisitions, only to withdraw them when learning they don’t have full buy-in from the leadership team. Recruiters are then forced to perform an awkward song and dance to the candidates they’ve already engaged.

There’s gotta be a better way, right?

The better way happens when there’s an actual hiring plan. Strategic hiring plans are about more than just headcount. They make business leaders stop and think about next year’s goals and whether or not the organization’s existing talent meets its needs.

From the Talent Acquisition side of the bench, annual hiring plans help me answer:

Here’s some advice on how to plan your recruitment next year:

How to build a hiring plan

My conversations about hiring plans are always tied to budget. I need to know my financial resources before I can start building next year’s people resources. Here are some common questions and answers about the process:

What is a hiring plan?

The hiring plan itself is a spreadsheet with accompanying financials and headcount (budget for each role and department.)

Who builds the hiring plan?

All members of the leadership team are stakeholders in this process, as are their direct reports — specifically, those who own people leadership and budget. Hiring plan meetings are an opportunity for these teams to calibrate overarching business goals against existing resources.

Align your hiring team

With Workable’s hiring plan, you’ll move out of the spreadsheets and into one centralized workspace, where info is always current and next steps are always clear.

Try our hiring plans

How does the hiring plan process unfold?

Often times it runs parallel with the performance evaluations process which gives you an idea of what you may or may not need for each team in the upcoming year.

Here are some quick tips and steps on how to build your hiring plan :

Get everyone together in one room . This sounds overly simplistic, but I’ve found it’s actually one of the most challenging parts of the process. There’s a lot that comes to a head around year’s end: vacations, performance reviews and annual revenue targets. Start early. Get everyone on the calendar as soon as possible.

Determine the financial picture . Hiring plans are predicated by revenue. The G&A team should prepare the financials (spreadsheets, broken down by cost center) for next year. Use these to guide your budgets for each line of business.

Set company goals . This is the leadership team’s responsibility. The goals are always going to be financial. For example, the sales team might set revenue targets to close $X million in annual contracts next year. The hiring plan should help the VP of Sales accomplish this goal (for example, by hiring new account executive positions in Q2 and Q3.)

Learn your headcount . This is the most important metric for Talent Acquisition because it will drive your workload next year. Here’s what a hiring plan template for headcount looks like:

hr recruitment business plan

Perform skills gap analyses . If you’ve had turnover during the year, this is a good time to take a look at any skills you need to acquire through hiring . Or, consider succession planning strategies to fill those gaps.

Determine how your CEO will be involved . CEOs likely won’t be involved in all planning meetings at big organizations (more than 1,000 people) but will want a seat at the table early on at smaller businesses and startups.

Learn how you can boost your hiring plan with Workable !

Talent Acquisition’s role in the hiring plan process

As Talent Acquisition manager, I need a seat at the table during strategic hiring plan discussions because:

I help create more accurate hiring budget forecasts.

I am more in touch with what the market for compensation is, because I’m constantly talking to candidates. And benchmarking doesn’t always align with what’s going on in the market. For example, HR and hiring managers relying on benchmarking data might think they can recruit a marketing manager in Boston for $X, when I know that candidates expect $Y salary.

I need to know headcount to get the job done.

Hiring plans dictate the velocity at which I and my team need to recruit. Let’s say we’re planning to grow by 100 people next year. I need to know that I’m going to be positioned for success and that I have all the resources I need. We’d look at the plan and ask:

For example: my career-high is 15 hires in a quarter. But if the goal is 100 hires, I alone will not get us there. So I might make the business case to hire a contract recruiter , a talent sourcer and scheduler to better streamline the workflow.

Use hiring plans to power your recruiting strategy

Hiring plans are much more than numbers on a spreadsheet. They’re an opportunity for me to shape recruitment strategy by influencing and educating hiring managers and leadership as to how we’ll reach our ambitious goals together. In absence of an actual document, you have no platform from which to work, nor the ability to measure success or failure.

Frequently asked questions

What's a hiring plan.

A hiring plan is a comprehensive strategy. It aligns hiring resources with business goals and long-term staffing needs.

What information should be included in a hiring plan?

A strategic recruitment plan will typically cover many elements of your business, including your recruitment goals, ideal candidate profiles, and employee value proposition. You can use this information to build engaging job postings to attract the best candidates for your company.

What is a strategic hiring plan?

A strategic recruitment plan is a detailed roadmap on how to attract high-caliber talent for your organization. With piercing clarity, it outlines employer brand messaging, which candidates are to be targeted, the primary sources for hires, and anything else needed to make your recruitment program a resounding success.

Still spending too much time hiring the right candidates?

Try our best-in-class ATS software. We make it easy to source, evaluate and hire best-fit candidates – and quickly, too.

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hr recruitment business plan

How to write a business plan for recruitment in 2023 (template included)

Roger Smart

hr recruitment business plan

Writing a business plan in recruitment has always played a crucial part in the interview process for a number of recruitment agencies around the world.

A comprehensive business plan can demonstrate a recruiter’s commitment, knowledge and commercial acumen. During economic uncertainties in 2023, these qualities are more important than ever.

Arriving at an interview armed with a comprehensive business plan before you’re even asked will no doubt set yourself apart from other recruiters.

During economic uncertainties, managers will need to present a business case to leadership for budget approval in order to make a hire. Your business plan will be an important element of this business case. An impressive business plan could be the difference between landing an offer today, or falling into a pipeline of other candidates.

In this article, we share a step-by-step guide outlining how to create a comprehensive business plan. We walk through the key components and include examples.

At the end of the article, you can download a free recruitment business plan template which is tailored towards the key components mentioned in this article.

A business plan should be packed full of relevant information but should be compressed and to the point. Avoid verbiage, stay specific and keep to 4 – 6 pages.


Start with a title. Include your name and the company you’re writing the business plan for. A little personalisation will go a long way.

Underneath your title, outline the objective of your business plan and again personalise it towards the agency you’re interviewing with. While you have the hiring manager’s attention, this paragraph is an opportunity for you to demonstrate how comprehensive your business plan is. The aim is to capture the hiring manager’s interest so they continue to read each component:

“The objective of this business plan is to outline the value I can add to employer’s name .

In this business plan, I have highlighted my specialism, hiring activity in my market, my candidate and client strategies, my methodology, how I plan to recruit through economic uncertainties in 2023, my competition and my personal revenue projections over 12 months.”

You can use this paragraph as a way to introduce your business plan verbally if you’ve called up a hiring manager. You can also use this extract in a cold email.

Your specialisation

This is a crucial positioning statement for your value-add. It sets out precisely where your network and experience lies and what you intend to bring to the table in your new role.

Your specialisation can be described clearly by outlining what roles you will specialise in, what industries you will target, what level of seniority you will focus on and what geographies you will cover.

For ease of reading, you can use each component as a title and use bullet points to expand upon your answers.

Taking a Technology recruiter as an example:

What roles I will specialise in:

What industries I will target:

What level of seniority I will focus on:

What geographies I will cover:

Hiring activity trends

The hiring activity trends section provides an opportunity for you to demonstrate and portray your knowledge of the market.

The 3 important components of this section are: hiring activity over the past 3 years, hiring activity for next year and how you predict hiring activity to shift beyond that.

Utilise your own knowledge of the market but back it up with research gained from reputable sources related to your market e.g. Tech in Asia, Tech Crunch, Channel News Asia, The Straits Times or The Financial Times.

You’ll want to cover how hiring activity has increased or decreased, what the drivers of growth are in your industry and what the threats and challenges are within your sector.

Candidate strategies

Moving on from market trends, this section indicates how you will acquire candidates for your desk. It offers an opportunity for you to demonstrate the experience you’ve learnt in candidate management from your previous firm, but also an opportunity for the employer to ensure that your approach aligns with theirs.

3 key components of this section include: how you will generate candidate leads, what challenges you expect to face and how you will overcome these challenges.

Taking a Front Office Banking & Financial Services recruiter as an example:

How do I plan to generate candidate leads:

Challenges I expect to face:

How I will overcome these challenges:

Client strategies

A similar section to candidate strategies but geared towards clients. Arguably more important than candidate strategies during a recession as the market could be job-short – even in the good times, strong business development capabilities in recruiters are harder to find.

This section includes 6 key components including how you plan to onboard new clients, how you plan to sustain relationships with clients for repeat business, what industries your clients are in, the challenges you expect to face and how you will overcome these challenges.

Take these bullet points as a basic example:

How I plan to onboard new clients:

How I plan to sustain relationships with current clients and win repeat roles:

What industries I will target clients in:

The 6th component is “examples of target clients” and this is where you can really demonstrate tangible market knowledge. Use company names, find the potential contact in each company and add your comments, such as the volume of roles you expect from that client. 5 examples should be enough to peak your hiring manager’s interest.

You can use a table to display this information with ease:

It goes without saying that you should never be tempted to use information that is proprietary to your previous employer. This information can be openly found with some basic LinkedIn research.

My methodology

Are you a recruiter that is focussed on crunching numbers? Are you a recruiter who is focussed on cultivating long-term relationships? In this section, you can include a few quick bullet points to explain how you approach recruitment. This information gives your hiring manager an indication about whether you hold similar values and whether you have similar working styles.

How you can adapt to recruiting during a possible economic downturn

This section is a new one in response to market conditions in 2023 but can demonstrate how you are prepared to deal with current and upcoming challenges.

You can use this section as the title and include bullet points to outline how you will adapt to these market conditions.

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My key competitors

Which recruiters and agencies offer the greatest competition? Demonstrating your knowledge in this area highlights that you are commercially aware outside of your core market.

Include about 5 different competitors who are directly competing in your patch. You can use the table below to display this information:

Personal revenue and target projections

In many business plans, financial projections are of utmost importance and can demonstrate your commercial acumen. If you’ve ever watched Dragon’s Den, you’ll know what happens when you don’t know your numbers!

Project your personal revenue for 4 quarters. You can start your calculations by predicting the average annual salary of a candidate in your patch. You can project your average percentage fee agreed with clients and from there you can calculate your average fee. Once you have this, you can predict the amount of placements you’ll be making per month.

Make sure your revenue projections are realistic and achievable. Avoid the temptation to predict vastly optimistic revenues, especially during a possible recession. You must allow time to ramp-up and there must be a logical relationship between your historical and predicted revenues.

The plan only includes project revenue. Your historical revenue should be on your CV.

Take the below as an example:

My predicted average annual salary of candidates:

My predicted average percentage fee agreed with the client:, my predicted average fee:, my predicted average placements per month, my projected revenue over 12 months.

Underneath, you can also include the KPIs you will set yourself to guide you in achieving these numbers. For example, you can set yourself a guideline for how many CVs you need to send, how many candidate meetings you need to arrange, how many client meetings you need to arrange and so on.

The template

We’ve constructed a free template built around the components mentioned above, so you can create your own for when you reach out to hiring managers.

To download this template, please add your email below and you’ll be redirected to the template.

By downloading our busines plan, you agree to our  Privacy Policy and Notification Settings .

This step-by-step guide should give your hiring manager a clear idea of your plan. If executed successfully, you’ve already demonstrated your commitment, knowledge and commercial acumen before even attending an interview.

The way you’ve structured your plan will give your hiring manager a very clear indication of your methodology and whether you’d fit their structure. Keep in mind that if your methodology is focused on high volume recruitment, it’s not going to work well with an executive recruitment agency.

As a next step, learn this plan inside and out. Be prepared to pitch your plan to your hiring manager and answer detailed questions surrounding each component.

Leave your interviewer with no room for concern and secure that role! Lastly, if you enjoyed the article, please consider subscribing or following us on LinkedIn to have new articles for recruiters like this delivered directly to your inbox.

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As Founder of Charterhouse Partnership, I led the opening of 5 international offices, hiring & training hundreds of recruiters. Please subscribe to our weekly newsletter where I share my insights on the recruitment industry.

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How to Build a Recruitment Plan – Nine Fool-Proof Steps to Make Better Hires, Faster

Jess Stanier

But, the shift to direct hiring can seem overwhelming. And, without a strategic hiring plan, you aren’t going to get anywhere fast.

We know taking time out to create a recruitment plan sounds painful – especially when you’re already so busy with the day-to-day. But, the rewards will far outweigh the time spent in planning if you do it right.

Get your free recruitment planning template

We’ve helped companies all over the world improve their recruitment plans and achieve their goals of spending less on agency recruiters, and make better, faster hires.

In this article, we’ll share the same recruitment strategy template with you, and help your business to develop a robust recruitment plan in nine steps.

You don’t need to stumble through. Follow this guide, and we’ll help you to get it right the first time.

If you’re just planning on reading through this article, we reckon it’ll take you about 25 minutes. But, if you’re planning on using this guide to create an actionable, strategic recruitment plan using our template you’ll need to set aside a couple of hours.

It’ll be SO worth it, we promise. Get a coffee and let’s dig in.

What is a recruitment plan?

A recruitment plan is a properly defined strategy for attracting, hiring, and onboarding the right talent.

A strategic recruitment plan will typically cover:

What are the benefits of a recruitment plan?

As the old adage goes, failing to prepare is preparing to fail. 

With proper planning, you’ll become more proactive in your approach to recruitment resulting in better hires, reduced costs, and less last-minute panics to fill vacant positions.

A well thought through recruitment plan will:

9 steps to creating a strategic recruitment plan

Action: Before we dig in, we’d recommend downloading a couple of super-useful templates that the team here at Pinpoint has produced based on our experience helping organizations all over the world develop strategic recruitment plans.

It’s not necessary, but it means that as you go through these steps, you will have editable documents to make notes specific to your organization. It’ll make your life easier and you’ll end up with the bones of your recruitment plan by the time you finish reading this article.

The template pack includes:

1. Define your goals

The first step to creating your recruitment plan is to get clear on your recruitment goals. It’s all about high level goals at this point (we’ll get into tactics later).

Whilst every organization is different, some of the common goals we see amongst our clients include:

Action: Open up your recruitment plan template , and complete the “Objectives” sheet.

2. Forecast future hiring needs

Now that you have some high-level goals in place, it’s important to get a feel for the number of roles you’re going to need to hire over the next 12 months.

Whilst this will never be 100% accurate, the aim is to make a sensible prediction so that (1) you can start attracting and nurturing the right talent proactively and (2) you can plan your approach and budget effectively.

Get your org chart up to date

You’ll need an up to date copy of your org chart to get started. And if you don’t already have one, get started on a draft right now. You don’t have to use a fancy tool for this, but at Pinpoint, we use Pingboard to make creating and updating our own org chart easy.

Identify likely promotions

Within your current structure, who’s likely to move around? Are there upcoming promotions you should be aware of? What gaps will this create?

Re-draft your org chart (this is where tools like Pingboard come in super-handy) to pre-empt these, and add these gaps to the headcount planning sheet in your hiring plan template .

Identify likely attrition and turnover

Think about retirement, resignation, redundancy, health issues, and performance. Are there people who are likely to be moving on in the next year?

For larger organizations where you don’t have this information on an individual basis, use historic trends as a baseline for planning. Just remember that depending on your industry this may vary considerably year on year.

Again, re-draft your org chart to highlight these gaps and add these to the headcount planning sheet in your hiring plan template .

Now that you’ve got an outline of the vacancies that’ll be created by movement within your existing workforce, we need to consider growth.

Are there teams where additional resources are needed? A big project coming up?

Talk to your managers and understand what roles they’re likely to be creating over the next 12 months. Again, these roles to your org chart, and include them in your recruitment plan.

How are your teams looking? Are there additional skills that need to be added to a team to help them flourish?

Larger organizations sometimes complete a formal skills gap analysis at this point. For smaller organizations, it may be a case of having a less formal chat with your team leaders. 

Keep a note of these gaps in your recruitment plan . When you’re approving requisitions, designing job descriptions, and advertising roles, consider how you’ll attract the right people to start filling some of these gaps.

3. Get clear about the type of candidates you want to attract

What values do your most successful team members share? What kind of person tends to work well in your company historically? What kind of person doesn’t?

If you had to identify common themes between your ‘star recruits’, what would they be? Are there differences in these answers in different departments and locations?

Now that we’ve got you thinking about this, open up your Ideal Candidate Profile Template and create a profile for each type of candidate you’re trying to attract. If you need some more guidance, this article will be really helpful.

4. Revisit your employee value proposition

In a competitive market for the best candidates, the organizations that will win are the ones that are clear about why someone would choose to work for them over a competitor. This is known as an employee value proposition (or EVP) , and it’s part of your overall employer brand.

When you’re on the inside of a company, it’s easy to see all the good (and bad) things about working there. You know what the team’s like, what the expectations are, and what kind of person works well within your organization. You can also see when a new hire is going to fit right in – or, equally, be gone in their first month.

But, when you’re an applicant things like the look and feel of an office, team diversity, and the culture are not obvious. That is, unless the employer makes a real effort to communicate this upfront.

And the employers that do, make the most successful hires.

No one wants to accept a job, only to find that it is entirely different to how they thought it’d be. It’s disappointing. A letdown. And it leads to high staff turnover. It really is a waste of time for everyone.

It’s your responsibility as a recruiter to make sure you’re attracting the right people to your business by being very clear about what it’s really like at your organization.

When candidates understand what your business is really like you’ll attract the right applicants, and your new hires won’t have a huge shock on their first day. It also means that they’ll be way less likely to leave.

So it’s time to revisit (or create) your EVP. Does it really reflect who you are and what you offer? Is it going to help you attract, hire, and retain the right candidates?

You can check out some great EVP examples here .

5. Develop your sourcing strategy

Once you’ve put some work into your employee value proposition, it’s time to develop a plan for attracting the right candidates and review how well you’re communicating your employer brand in the market.

Don’t be the fool that assumed they’re already doing a great job. Everyone can always do better.

Choosing the right recruitment marketing channels

With a huge range of recruitment marketing channels available, how do you decide which are going to work best for you? As with many things in marketing, “it depends”.

If you’re looking to attract a large volume of applicants fast and in an uncompetitive market, then job boards could be a good starting point.

If your focus is on quality, then employer brand campaigns on social media followed up with highly targeted digital ads promoting specific vacancies might be the order of the day.

Over the next few paragraphs, we’ll delve into each of the channels that are most popular with our clients including:

Programmatic recruitment advertising

Recruitment agencies

Employee referrals

Programmatic recruitment advertising is the automated buying of online advertising to help organizations attract the best applicants.

Traditionally, recruitment advertising took a “spray and pray” approach. Today, programmatic recruitment advertising enables talent acquisition teams to target their advertising to be seen by exactly the right potential candidates – the ones they’d actually want to hire.

It’s cost-effective and delivers consistent results.

Digital recruitment ads can be delivered across social media platforms and millions of websites where your ideal candidates are spending their time online.

Cost-wise, you can typically expect to pay around 2%-3% of salary to make a hire from programmatic recruitment advertising.

Job boards remain popular because of their relatively low cost.

On the other hand, when not using relevant niche job boards, recruiters often complain that they attract a huge volume of completely irrelevant applicants that they then have to sift through and manage.

Job boards definitely have their place. They’re a much more cost-effective way to reach the active candidate market than using recruitment agencies.

The key is in choosing job boards where your ideal candidates are looking for roles – and that often means going niche.

By spending some time researching the most relevant job boards for your vacancies, you’ll spend less time reviewing irrelevant applications and attract more of the best candidates.

For example:

There are a huge number of free and paid job boards. If you need some ideas, feel free to reach out – we’re always happy to help.

There are few in-house recruiters that we speak to who love their agencies. They’re expensive, their goals aren’t always aligned with yours, and the quality of candidates varies dramatically.

On the other hand, over-stretched in-house recruitment teams are often worried that they won’t be able to attract enough quality candidates direct and assume that reducing reliance on recruitment agencies will result in more admin.

With the support of modern recruitment software like Pinpoint, that’s no longer a concern and organizations that figure out how to hire direct, are the ones that are winning the best talent at the lowest cost.

That said, we still believe there’s a place for external recruiters when hiring for roles that require very specialist skills, or for senior positions where niche headhunters have access to the right network of potential candidates.

The average cost of hiring through an external recruiter is 15%-30% of the candidate’s annual salary.

Print adverts

If print’s still working for you then who are we to bash it. Of course, it’s more difficult to measure than digital but there are inevitably industries where it can work.

But, just as with any other channel, ensure you’re placing your ads where your ideal candidates are actually hanging out. We’ve seen clients just doing what they’ve always done and put ads in some very strange places.

The cost of print ads obviously varies dramatically and it can be more difficult to prove a return on investment on print than on digital advertising.

Employee referrals are one of the biggest untapped resources for attracting good-fit candidates. That’s why we believe everyone in your business should be encouraged to engage with your recruitment process.

If this is something you’re looking to start or improve on, we’ve put together a whole guide on employee referral programs  and offer employee referral tools as part of our own applicant tracking software . 

Cost-wise, employee referral schemes cost very little to run and, even considering the incentive you’ll likely offer, they typically result in savings of up to $3,000 per hire .

Job fairs and campus recruiting

Although not a necessary part of a recruitment strategy, attending job fairs can be a great way of getting your employer brand in front of the newest brains entering the workforce. 

We’d suggest before you invest in heading to job fairs, that you get clear on who you’re looking to recruit and select the job fairs or careers days that suit that goal – or decide if this form of recruiting is actually not relevant for your organization.

For example, if you’re looking to recruit for entry-level positions predominantly, then you might concentrate on getting more of an educational careers day. If you’re seeking tech graduates, then an industry-specific jobs fair would be a better fit, so that your brand is in the race for the best new talent.

Although job fairs are a great way to get your employer brand in front of many talented people, it’s important that you select the relevant events – and that you ensure you’ve got the collateral to support your efforts. As you’ll see at job fairs, often the businesses who are remembered are those with the most merch! Don’t pin all of your hopes on getting lots of applicants immediately from these events, but it’s a nice way of getting your brand out there.

Engaging with your existing pipeline

Whether you’re going to be building a talent pipeline for the first time or you already have a strong talent pool, you need to think about how you’ll keep these candidates engaged.

Typically this will include:

Optimizing your marketing assets

Just like in product sales and marketing where buyers are doing their research before speaking to sales teams, candidates are doing their own research before applying or speaking to a recruiter.

Have you optimized all of your recruitment marketing assets to clearly position your employee value proposition and help attract the right kinds of candidates?

Careers site

Your careers site is often your first point of contact with any potential applicant. Over 60% of traffic to careers sites is now from mobile devices so it’s absolutely imperative that it’s designed mobile-first.

The majority of your applicants will be perusing on the go. As well as that, it should be totally on-brand, with lots of information about your company, what it’s like to work for you, and what your team values.

Candidates should be able to apply with a single page application form. No logins. Don’t make it difficult for your applicants, or you’ll lose the best ones. Check out these examples of excellent careers pages , or this guide on improving your own careers site .

And whilst we’re talking about optimizing marketing materials, this is an area where lots of organizations fall down when it comes to unconscious bias in recruitment . Consider how the images and language you choose affect who will apply. If this is an area of interest, we’d recommend watching this on-demand webinar on diversity recruiting .

Job descriptions

If you were trying to attract more customers you wouldn’t just give them a list of things they’d have to do to use your product or service.

You’d explain the benefits of your offering, explain the purchase process, the support process, and give examples of how successful customers have used your service in the past.

So when it comes to writing job descriptions, why do we default to producing a bullet-pointed list of responsibilities and required skills with little or no reference to what the role will be like from the point of view of the potential employee?

When hiring teams aren’t getting enough of the right applicants, one of the first things we review is their job postings.

The majority of job descriptions we review are nothing more than internal compliance documents produced to protect the organization that produced the document. Whilst these documents do have their place, they’re not going to help you attract more of the best talent.

Job descriptions should answer the key questions that potential applicants are likely to have about the role. Do yours include things like:

Social profiles

What’s the first thing potential candidates do after checking out your careers site? Check you out on social media.

Social media profiles are a really important part of your employer brand.

So, make sure your social profiles tell a really good story of your people. Real images. Staff initiatives. Your mission, values, and culture should be very clear.

Pretend you’re a potential applicant and have a creep on yourself. How does your organization come across?

Want to think about your approach to social media in more depth? Check out this article on social recruiting .

Review sites

In the same way that you check out hotel reviews before you book a holiday abroad, candidates use review sites to evaluate potential employers.

Bad reviews on sites like Glassdoor can put even the most engaged applicants off. So, check out your current reviews, read about what your employees (past and present) are saying about you.

If the reviews aren’t too flattering there are two things you need to do:

Create a task under the relevant objective in your hiring plan template for each improvement you need to make. 

6. Refine your selection process

Yes, turnover is partly the responsibility of the recruitment team.

Staff turnover is difficult for everyone. One way of making sure that you limit staff turnover is by making sure you have a killer selection process that results in the right people getting hired.

There are a number of things to get right here:

We speak to recruiters all over the world every day and there are some tools and approaches we commonly see them using to solve some of these challenges.

Introducing blind hiring

Blind hiring is the process of removing all information from résumés and applications that could result in conscious or unconscious bias during the selection process.

It’s a great way to help ensure your selection process gives every candidate a fair chance.

If you’re implementing this manually, be aware it’s a fair amount of work. But some applicant tracking systems like Pinpoint offer built-in blind recruiting software  that hides personal information at the click of a button.

Using candidate scorecards

A candidate scorecard is a tool used by hiring teams to score candidates in a way that’s consistent, fair, and focuses their attention on assessing the most important criteria for the role.

They’re proven to be a really effective way of gathering feedback from multiple people at each stage of the selection process, and give you the opportunity to be more consistent when comparing candidates.

Of course, you can customize the scorecard criteria per role or department, but adding a ‘company culture add’ scorecard to the mix across the board is almost always a good idea.

Ready to give this a go? Download our example interview score sheet template .

Automating interview scheduling

The back and forth of emails when trying to schedule interviews is a painful experience for candidates and hiring teams.

Most applicant tracking systems include an interview scheduling tool that enables candidates to schedule their own interviews based on your hiring team’s availability. But if you’re not using an ATS, stand-alone scheduling tools like Calendly can get you some of the ways there without a major investment.

Improving candidate communications

Communication is key! The worst thing that could happen, is that you’ve spent all this time cultivating a strong EVP, attracting great applicants …. and then during the recruitment process you lose them because they didn’t know what to expect, and nobody kept them up to date.

Make sure you’re including information about the process upfront – on your careers site, on the application confirmation page. And keep in touch with candidates at each stage of the process.

Include detailed information about what to expect from the interview on the interview confirmation email. Who will they be meeting? What’s the dress code? What do they need to prepare? What should they do when they arrive?

Make a plan. Who’s in charge of comms? Is it shared? How will you keep track of candidates as they move through the process? This is where it is really useful having an applicant tracking system like Pinpoint to help manage the process, but if you don’t that is also OK. Just make sure that you don’t lose that brilliant candidate to a competitor because you didn’t keep them engaged.

Taking the admin out of background checks

Background checks are an essential part of most selection processes but they can also be one of the most labor-intensive parts, requiring candidates and recruiters to complete a huge amount of paperwork.

There’s an ever-increasing number of software tools that can help automate elements of your background check process. A great place to find the right tool for you is this independent review site .

These are just a few ideas and you’ll inevitably have some of your own. Create a task under the relevant objective in your hiring plan template for each improvement you need to make.

7. Design an onboarding process that sets candidates up for success

One of the key metrics that every recruiter should be considering, of course, is retention.

If your onboarding plan isn’t up to scratch, it’s highly likely that you’re going to lose the awesome talent you’ve put so much effort into attracting.

After all, 30% of new employees leave their new job within the first six months. Let’s make sure your new starter isn’t one of them.

Small things can make a big difference.

If you’re serious about improving your onboarding this ultimate guide to employee onboarding looks at what your new hire’s first 90-day plan should look like (based on the ‘Learn, Build, Do’ model).

In the meantime, here are a few ideas to get you started:

Planning to improve your onboarding process? Add a new task under the relevant objective in your hiring plan template for each improvement you need to make.

8. Identify tools that can help

Processes that were previously tedious and time-consuming can be automated, data can be stored in a central location rather than masses of spreadsheets, and modern careers websites can be kept up to date automatically.

The right tools no longer cost the earth. It’s time to let modern HR tech help you out.

Programmatic recruitment marketing platforms

The days of “spray and pray” recruitment strategies are over, and you no longer need a full-time marketing team to run your recruitment marketing campaigns.

Programmatic recruitment marketing platforms enable in-house recruiters to run highly targeted recruitment ads across social media and the websites where their ideal future hires spend their time, all at the click of a button.

There’s standalone recruitment marketing software , and other tools that are built into modern applicant tracking systems.

When your ATS and programmatic recruitment marketing platform are deeply integrated, the targeting of your adverts will be automatically adjusted to attract more of the types of candidates you’re most likely to interview or hire. Over time, your costs go down whilst the quality of your applicants improves – all without requiring your team to have any experience in digital marketing.

Applicant tracking software

An applicant tracking system is as important for recruitment teams as a CRM system is for sales.

The right ATS should save you an unimaginable amount of time previously spent on repetitive admin whilst also helping you attract better applicants and improve your candidate experience.

Some applicant tracking systems include marketing automation tools and onboarding features. But even the most basic will offer some combination of:

If you’re wondering whether an applicant tracking system could help you improve your recruitment, these resources are a good place to start.

Employee onboarding software

Employee onboarding software empowers your team to deliver personalized onboarding experiences for every candidate, whilst spending less time on admin.

No more onboarding paperwork. No more back and forth requesting signatures. Everything’s managed in one central portal.

At Pinpoint, we offer an onboarding add-on for our applicant tracking software but there are a number of great stand-alone onboarding systems in the market. One of our favourites is Enboarder .

Employee engagement software

OK enough with the shameless plugging. This is one area that we can’t help with (yet).

Whether it’s for performance management, or reward and recognition, employee engagement tools help streamline everyday “people processes”.

Employee engagement tools enable HR teams to collect data on employee satisfaction, map out OKRs, plan one to ones, and recognize great work. Employees and managers can provide feedback, set objectives, and provide updates in a structured way.

Lattice is what we use in-house here at Pinpoint and RewardGateway is well worth evaluating.

As with any other software you’re adding to your human resources tech stack, we’d suggest you make sure whatever employee engagement software you choose can integrate with other systems that you’re using.

Don’t forget to include any recruitment technology on the “Budget” tab of your recruitment planner .

9. Create a budget to support your recruitment plan

A well-planned recruitment budget will help you demonstrate the return on investment of your direct hiring strategy to senior stakeholders and position your in-house recruitment team in a positive way. And when you can demonstrate that your in-house recruitment team is saving the organization money when compared to relying on external recruiters, it becomes easier to secure additional budget for the resources you need to do an even better job. A comprehensive recruitment budget will include:

To get you started, we’ve included a recruitment budget tab as part of our recruitment plan template . The budget tab pulls in data from other parts of your recruitment plan to make it easier to plan your recruitment costs ahead of time.

We hope that you found this article helpful. We wanted to share the steps that we know are really useful in the mission to build a strategic recruitment plan that’ll actually make a difference to your business.

We’re always up for feedback, so if there’s anything you think we’ve missed – reach out !

In the meantime, good luck in creating a strategy to help your organization make better hires faster, and spend less on outsourcing to agencies.

Further reading

Inbound recruiting vs. outbound recruiting.

Tom Hacquoil

Programmatic Recruitment Advertising: A Recruiter’s Guide

Ready to get started.

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Blog Human Resources

6 Steps to Create a Strategic HR Plan [With Templates]

By Jessie Strongitharm , Aug 25, 2022

hr plan

The backbone of any successful business is the people and processes behind it — that’s why creating a human resources (HR) plan is key. This strategic document drives your business forward by evaluating where your workforce is at, and comparing it to future needs. 

Without an HR plan, organizations can suffer from issues that would have otherwise been avoided. From productivity pitfalls to costly employee turnover, there’s no shortage of risks you can sidestep if you do human resource planning in advance. 

Not sure where to start? No worries. I’ve outlined six steps you can take to create an effective HR plan that ensures your organization is well-staffed and well-served. You’ll also find a variety of  HR templates  that you can customize in just a few clicks — no design expertise required. 

Click to jump ahead:

What is human resource planning.

Human resource planning is the process of considering the current and future “people needs” of an organization.

This involves evaluating an organization’s workforce structure and protocols to ensure operational goals are met, productivity stays high and future demands for labor and talent can be fulfilled. 

The result of this process is the creation of an HR plan, which typically takes the form of a written document. These documents tend to follow a similar structure to most  strategic business plans  and are created on an annual basis, by HR managers or company leaders.

Check out the template below for an example. 

hr plan

This eye-catching, one-page  HR Strategic Plan Template  offers a concise summary of your human resource planning efforts, so you can easily share info with colleagues. 

Just swap out the text and visual assets for those of your choosing in  Venngage’s editor , and you’re off to the races. 

Return to Table of Contents

Start creating a strategic HR plan in 6 steps

Ready to create a strategic plan for the human resources that power your business? Here are six steps to help you succeed at the human resource planning process.

The first step to creating a future-forward HR plan is to assess employees’ current skill sets, and compare them to your operational needs moving forward. This will help you identify gaps and inform any hiring of new employees.

Employees’ skill levels can be assessed by reviewing their work history, hard and soft skills and professional growth over time. 

Using a matrix is a great way to understand where the skill gaps in your current workforce exist. Below is an example that describes the skills needed for different marketing roles. 

hr plan

Don’t need it for marketing specifically? No worries — you can fully customize this template by swapping in your own text to examine any human resource gaps. 

Another way to assess skills is by giving employees a questionnaire they can fill out. This  Employee Competency Assessment Template  does just that.

hr plan

Based on the information collected, you’ll get a sense of what positions best suit each individual, and whether any upskilling or hiring is required. 

Next in your strategic strategic HR management plan, you’ll want to consider the future. This involves accounting for any upcoming changes to your workforce, so operations can continue without error.

When forecasting labor needs, the following should be considered: 

Beyond those, it’s a good idea to assess the impact of external conditions on your labor needs during your human resource planning. For example, new technological developments may decrease the amount of employees you require to operate your business. 

Organizational design is the process of structuring the way a business operates so it can best achieve its goals. This is hugely important when it comes to your human resource planning process! 

With a clear understanding of your organization’s strategic objectives in mind, reviewing your organizational design allows you to understand the staffing requirements you’ll need to succeed at them. This means taking into account your  organizational structure  and chains of command, as well as how work gets done and the way information flows.

 From there, you’ll be able to see which departments need more team members so it can accomplish the organization’s objectives. 

An easy way to get started is by using an organizational flow chart. 

hr plan

With its color coding and layout, even a new manager can quickly look at this chart to identify the people responsible for leading teams and making decisions. 

And if there are any changes, it’s easy to to reflect them in the chart itself. All you need to do is customize the text and visual assets in  Venngage’s Chart Maker  as desired. 

Not quite your style? There’s plenty of other  organizational chart templates  to choose from. 

hr plan

Here’s an organizational chart that’s perfect for small businesses that have limited employees. One quick look, and you’re good to go. 

The bottom line is, no matter how big or small your business may be, you should always revisit your organizational design to optimize your workforce management and business operations. 

Related:  Types of Organizational Structure [+ Visualization Tips]

In this day and age, it’s a known fact that companies must provide more than just a paycheque to attract and retain talent, and encourage growth. 

It’s true —  studies have shown  employees are more engaged in their work when they feel it is meaningful, fulfilling and slightly challenging. So your human resource plan should consider how to inspire such feelings, and what actions you can take to motivate employees to stay. (Hint: a strong HR training and development program is key.)  

The  talent management infographic template  below is a great way to begin. 

hr plan

Using this  process chart , you can detail the steps you’ll take to retain the talent you have. Reference it as needed in your human resource planning.

 Another great way to keep staff motivated and geared towards their professional growth is by coming up with  ideas for employee development . Facilitating a company culture that champions continuous learning guarantees your team will feel supported and challenged in all the right ways.

The two employee development plan templates below will help you do just that. 

hr plan

Though both templates are geared towards healthcare organizations, it’s easy to customize their content in Venngage to promote the continuous learning and development of employees in any industry.

 As a result, your employees will be able to reach their full potential, while simultaneously supporting the long-term goals of your organization. 

Related:  6 Employee Development Ideas for Efficient Training

 Let’s face it, human resources ain’t cheap.

 Meaning, if you struggle at organizing and monitoring your HR budget, you’re bound to overspend on your initiatives —and no financially savvy business wants that. 

That’s why I recommend including financial information in your HR planning process, so you can reference your budget and expenses as needed. This ensures you’ll be able to stay within range as you work towards achieving your strategic goals for human capital . 

Plus, you don’t need to use one that contains walls of text and wack-loads numbers. Check out the clean and cheery option below — it’s as easy to fill out as it is to understand. 

hr plan

And if you’re looking to compare a forecasted budget to previous annual spending when strategizing your HR budget, the  Budget Comparison Infographic Template  below will help. 

hr plan

The bar graph is a great  data visualization  of annual expenses, organized by category. Just add (or import) any values to Venngage’s editor, swap out the text, and you’re ready to compare with ease. 

Related:  10+ Expense Report Templates You Can Edit Easily

Measurable results are important when it comes to your HR planning processes, because they indicate whether your strategy is working or not. 

Keeping those metrics in mind, your company can make adjustments and improve upon any future plans — AKA strategize for future success in business. That’s why your human resource plan should include info re: the specific key performance indicators (KPI) you’ll be measuring. 

KPIs are established to help determine if HR strategies and plans are working. Much like those used for evaluating the performance of  marketing  or  sales plan , KPIs for human resources are measurable results that indicate an organization’s success at achieving predetermined goals.

These may take the form of headcounts, turnover rates, demographic information, time to hire and employee satisfaction scores. 

Here’s one employee satisfaction survey you can use to understand your workforce better. 

hr plan

When you’re ready to organize those HR KPIs in a document, the  recruiting template  below is perfect for keeping tabs at a glance. 

hr plan

Related:  10+ Customizable HR Report Templates & Examples

How do I make an HR plan? 

After you’ve collected the data you need, you’ll want to convey this info in an engaging, professional manner for easy referencing and sharing amongst colleagues. Given this, using Venngage is the best route to go. 

Here are the simple steps to help you bring an actionable HR plan to life: 

Note: sharing is available free-of-charge. However, the option to download your creations and access features like  My Brand Kit and Team Collaboration  are available with a  Business plan . 

FAQ about HR plans

How long should an hr plan be .

There are no hard and fast rules when it comes to the length of an HR plan. That being said, if you’re going to share it with colleagues, you probably don’t want to create a 20+ page document. One to five pages should suffice. 

Try to be as concise as possible when relaying the facts, and use  data visualizations  wherever possible to save room.

Do I need an HR contingency plan?

In the same way creating an HR plan is a proactive move that helps your organization account for future needs, it’s a good idea to devise an HR contingency plan. This ensures there’s a back-up plan in place should your initiatives not go as expected. 

For example, if you’ve identified that you need five new hires to keep up with consumer demand, but the talent pool is lacking, a contingency plan could house suggestions for restructuring your workforce to mitigate this. 

In other words, it’s best-practice to hope for the best, but prepare for the worst. 

Is an HR plan different from an employee development plan?

Yes. While an HR plan is a strategic document describing how an organization addresses its personnel-related needs at a high-level, an  employee development plan  outlines the processes needed to help an individual achieve their professional goals.

 Even though the human resource planning process may involve outlining some employee development tactics, it is not unique to each employee as in the case of an employee development plan.

Make your HR planning processes effortless 

You don’t need a crystal ball to feel confident about your people moving forward. With a solid HR plan and strategy in place, you’ll prime your workforce — and all business endeavors — to succeed in even the most competitive of markets. 

Just remember this: human resources planning, and creating strategic business plans in general, doesn’t have to be exhausting. 

With Venngage’s huge selection of  professionally-designed templates  and easy-to-use editor, all it takes is a few minutes to produce a polished document perfect for all your needs.  Sign up for free today ! 

Home » Business Plans » B2B Sector

How to Write a HR Recruitment Consultant Business Plan [Sample Template]

Are you about starting a recruitment consulting company? If YES, here is a complete sample HR recruitment consultant business plan template & feasibility report you can use for FREE . Okay, so we have considered all the requirements for starting a recruitment consulting company. We also took it further by analyzing and drafting a sample recruitment consulting marketing plan template backed up by actionable guerrilla marketing ideas for recruitment consulting companies. So let’s proceed to the business planning section .

Table of Content

Why Start a Recruitment Consultant Business?

1. industry overview, 3. our products and services, 4. our mission and vision statement, 5. job roles and responsibilities, 6. swot analysis, 8. our target market, 9. sales and marketing strategy, 10. sales forecast, 11. publicity and advertising strategy, 12. our pricing strategy, 14. sustainability and expansion strategy.

If you have robust experience in human resources and you are looking towards starting a business, your best bet is to launch your own recruitment consultancy service. Why is this so? Well, this is so because it is a good and profitable business to run in the united states especially if you are qualified and know how to network.

Recruitment consultancy firms are responsible for helping organizations recruit staff to fill vacant positions in their organization and also help applicants and those in between jobs to secure employment. They offer a wide range of recruitment related services which are largely temporary and contract staffing. They also recruit employees for permanent placements.

Some staffing agencies offer services beyond just recruiting employees for their clients, they also help in training and preparing the employees to fit into the role that they are being recruited for. Usually such staffing agencies charge more than those that just recruit employees for their clients.

If you have decided to start a recruitment consultancy business, then you must make sure that you carry out thorough feasibility studies and market survey. Business plan is another very important business document that you should not take for granted when launching your own recruitment consultancy business.

Below is a sample recruitment consultancy business plan template that will help you to successfully launch your own business.

A Sample HR Recruitment Consultancy Business Plan Template

It is on record that the staffing, recruiting, and workforce solutions industry makes a huge contribution to the economy of the Unite States of America, and they provide jobs and career opportunities for about 14 million employees annually. Despite the fact that staffing industry growth has outpaced the overall economic and employment growth in the U.S., it employs only about 2% of the U.S. non – farm workforce.

Statistics has it that in the United States of America, there are about 17,000 staffing and recruiting agencies and they operate around 35,000 offices scattered all around the U.S. Statistics also has it that the top 122 recruitment consultancy agencies generate a combined sum of $69.4 billion in U.S. representing 55.9% of the market.

Records have it that 17 recruitment consultancy businesses generated more than $1 billion in staffing revenue in 2014 and these recruitment consultancy firms represented over a third (36.4 percent) of the market. Each recruitment consulting firm on the list generated more than $100 million in U.S. staffing revenue in 2014. The $69 billion in staffing revenue generated by these staffing agencies give emphasis to the health of the staffing industry.

The staffing, recruiting and workforce solutions industry will continue to blossom because more and more organizations are beginning to realize that they need the services of employment consulting firms to help them take away the stress of recruiting workforce for their business.

From all available statistics, it is safe to say the staffing, recruiting, and workforce solutions industry is growing steadily despite the competitive nature of the industry. One thing is certain, if you are well positioned, and have the required business skills, networks, plus a robust CV bank, you may likely not have to struggle to compete favorable in the staffing, recruiting, and workforce solutions industry.

Another reason why people prefer to start a recruitment consulting business is that consultants can charge fees as it suits them -especially if they are have been able to pay their dues in the industry over the years.

Other factors that encourage entrepreneurs to start their own recruitment consulting firms could be that the business is easy to set up and the startup capital is indeed affordable; you can actually start your own recruitment consulting business from the comfort of your house. All you need to do is to create an office somewhere in your house. People usually pay you for the staff you can help them recruit and train.

Although some recruitment consulting firms still enter into personal contract agreement with applicants -such that they will collect a percentage of their salaries for a period of 3 months or more if they help the applicant secure a job, but most states in the U.S. have outlawed this type of arrangement.

If you are looking towards starting a recruitment consultancy business, then it will pay you to start with recruiting temporary employees for organizations who are looking for workforce to help execute a contract/project which usually has a time frame. You can easily make your cut and move on because there are loads of such temporary jobs in the United States especially on construction sites.

One good thing about recruitment consultancy business is that there are readily available markets for their services. This is because organizations need to hire staff from time to time to fill in available roles. Employees would naturally source for better paying jobs, and no employer would want to allow a vacuum to exist in their organization.

2. Executive Summary

Julius Anderson & Co® Recruitment Consultancy, LLP is a world class recruitment consultancy firm that will be located in Denver – Colorado. We have been able to secure a standard office facility in a good business district in the heart of Denver – Colorado.

We are aware that businesses these days require diverse and sophisticated approaches, which is why we will position our recruitment consultancy firm to offer a wide range of related consulting services as requested by our clients.

Julius Anderson & Co® Recruitment Consultancy, LLP is a client-focused and result driven recruitment consultancy firm that provides broad-based experience at an affordable fee that won’t in any way put a hole in the pocket of our clients.

We will offer a complete range of recruitment consulting services to our local, state, national, and multi-national clients and we will ensure that we work hard to provide the required consulting services and staffing solutions needed by our clients to accomplish their business goals and objectives.

At Julius Anderson & Co® Recruitment Consultancy, LLP, our client’s best interest come first, and everything we do is guided by our values and professional ethics. We will ensure that we hire consultants cum recruiters who are well experienced in the industry.

We will ensure that we hold ourselves accountable to the highest standards by meeting our client’s needs precisely and completely. We will at all times demonstrate our commitment to sustainability, both individually and as a firm, by actively participating in our communities and integrating sustainable business practices wherever possible.

Julius Anderson & Co® Recruitment Consultancy, LLP is founded by Julius Anderson. Julius Anderson graduated from University of California – Berkley (First Degree in Personnel Management), Brock School of Business at Stamford University (MBA). He is a Certified Recruiting Specialist (CRS), a Certified Personnel Consultant (CPC) amongst other certifications in Human Resources.

Aside from his core area of strength i.e. recruiting and training, Mr. Julius Anderson has extensive experience in diverse areas, and his consulting practice is concentrated in the areas of helping both big corporations and startups position their business for growth, sustainability and expansion.

Julius Anderson & Co® Recruitment Consultancy, LLP is going to offer varieties of related recruitment and training services within the scope of the staffing, recruitment and workforce solutions industry in the United States of America.

Our intention of starting our recruitment consultancy business is to make profits from the industry and we will do all that is permitted by the law in the US to achieve our aim and objectives. Our business offerings are listed below;

Our Business Structure

Usually we would have settled for two or three staff members, but as part of our plans to build a standard recruitment consultancy business in Denver – Colorado, we have perfected plans to get it right from the beginning which is why we are going the extra mile to ensure that we have competent, qualified, honest and hardworking employees to occupy all the available positions in our firm.

The picture of the kind of recruitment consultancy business we intend building and the business goals we want to achieve is what informed the amount we are ready to pay for the best hands available in and around Denver – Colorado as long as they are willing and ready to work with us to achieve our business goals and objectives.

Below is the business structure we will build at Julius Anderson & Co® Recruitment Consultancy, LLP;

Legal Secretary

Admin and HR Manager

Chief Executive Office/Lead Consultant:

Recruitment Specialist 

Training and Development Consultant

Business Developer (Marketing and Sales Executive)

Client Service Executive

Julius Anderson & Co® Recruitment Consultancy, LLP engaged the services of a core professional in the area of business consulting and structuring to assist the firm in building a solid recruitment consulting firm that can favorably compete in the highly competitive staffing, recruitment and workforce solutions industry.

Part of what the business consultant did was to work with the management of the firm in conducting a SWOT analysis for Julius Anderson & Co® Recruitment Consultancy, LLP. Here is a summary from the result of the SWOT analysis that was conducted on behalf of Julius Anderson & Co® Recruitment Consultancy, LLP;

Our core strength lies in the power of our team. We have a team that are considered experts in the industry, a team with excellent qualifications and experience in recruiting and training. Aside from the synergy that exists in our carefully selected workforce and our strong online presence, Julius Anderson & Co® Recruitment Consultancy, LLP is well positioned in a business district with the right demography and we know we will attract loads of corporate clients from the first day we open our doors for business.

As a new recruitment consulting firm, it might take some time for our organization to break into the market; that is perhaps our major weakness.

The opportunities in the staffing, recruitment and workforce solutions industry of which recruiting and training is a part of is indeed massive and we are ready to take advantage of any opportunity that comes our way.

Every business faces a threat or challenge at any part of the life cycle of the business. These threats can be external or internal. This shows the importance of a business plan, because most threats or challenges are to be anticipated and plans put in place to cushion what effect they might bring to the business.

Some of the threats that we are likely going to face as a recruitment consulting firm operating in the United States are unfavorable government policies , the arrival of a competitor within our location of operation and global economic downturn. There is hardly anything we could do as regards these threats other than to be optimistic that things will continue to work for our good.


Quite a number of distinct trends have emerged in recent time in the consulting industry which is why staffing agencies and consulting firms alike are positioning their organizations to survive the peaks and troughs of an ailing economy.

As a matter of fact, most of these trends aid staffing agencies cum consulting firms and organizations to become more creative, competitive, efficient, and productive in a global market.  Some other trends in the consulting industry could be attributed to changing demographics, attitudes and work styles.

As the cost of consulting services continues to increase and as corporate spending falls, new consulting delivery methods will continue to emerge and gain momentum going forward. In addition, the market for consulting services has shifted from a sellers’ market to a buyers’ market; a market where consultants provide software solutions that will make it easier for their clients to run their businesses.

Lastly, it is now becoming trendy in the staffing, recruitment and workforce solutions industry for smaller recruitment consulting firms to merge with bigger consulting firms and for bigger consulting firms to acquire smaller recruitment consulting. Many recruitment consulting firms all over the United States are coming to the conclusion that the bigger the better for them.

Although Julius Anderson & Co® Recruitment Consultancy, LLP will initially serve small to medium sized businesses, from new ventures to well established businesses, but that does not in any way stop us from growing to be able to compete with the leading recruitment consulting firms in the United States. We hope to someday merge or acquire other smaller consulting firms and expand our recruitment consulting services beyond the shores of the United States of America.

As a full service and standard recruitment consulting firm, Julius Anderson & Co® Recruitment Consultancy, LLP have a variety of practice areas to help startups grow especially as it relates to recruitment and training. While we work with a variety of organizations and industries, B Julius Anderson & Co® Recruitment Consultancy, LLP will also specialize in working with startups, real estate investors, and contractors, manufacturers and distributors, banks, lending and financial institutions.

Our target market cuts across people of different class and people from all walks of life. We are coming into the industry with a business concept that will enable us work with the highly placed people and companies in the country and at the same with the lowly placed people and smaller businesses. In other words, our target market is the whole of the United States of America and subsequently other parts of the world.

Below is a list of the people and organizations that we have specifically designed our products and services for;

Our Competitive Advantage

The level of competition in the staffing, recruitment and workforce solution industry depends largely on the location of the business and of course the niche of your recruitment consulting business. If you can successfully create a unique niche for your recruitment consultancy business, you are likely going to experience little or no competition.

Julius Anderson & Co® Recruitment Consultancy, LLP might be a new entrant into the staffing, recruitment and workforce solutions industry in the United States of America, but our management staff and board members are considered gurus. They are core professionals who are licensed and highly qualified recruitment consultants in the United States. These are part of what will count as a competitive advantage for us.

Lastly, our employees will be well taken care of and their welfare package will be among the best within our category in the industry meaning that they will be more than willing to build the business with us and help deliver our set goals and achieve all our aims and objectives.  

It is the practice for recruitment consulting firms to earn their money by charging their clients (employers of labor) for the amount of work the employee undertakes. In most cases, the recruitment firms receive the same amount as the employee. Recruitment consulting firms make more money when they help organizations recruit highly skilled permanent staff.

Julius Anderson & Co® Recruitment Consultancy, LLP is established with the aim of maximizing profits in the staffing, recruitment and workforce solutions industry and we are going to go all the way to ensure that we do all it takes to attract clients on a regular basis.

Julius Anderson & Co® Recruitment Consultancy, LLP will generate income by offering the following recruitment and training consulting services for individuals and for organizations;

As long as there are people living in the United States of America and businesses starting and growing in the U.S., the services of recruitment consulting firms will always be needed.

We are well positioned to take on the available market in the U.S. and we are quite optimistic that we will meet our set target of generating enough profits from the first six months of operation and grow the business and our clientele base beyond Denver – Colorado to other states in the U.S.

We have been able to critically examine the recruitment consultancy market and we have analyzed our chances in the industry and we have been able to come up with the following sales forecast. The sales projection is based on information gathered on the field and some assumptions that are peculiar to startups in Denver – Colorado.

N.B : This projection was done based on what is obtainable in the industry and with the assumption that there won’t be any major economic meltdown and there won’t be any major competitor offering same additional services as we do within same location. Please note that the above projection might be lower and at the same time it might be higher.

We are mindful of the fact that there are stiff competitions amongst players in the staffing, recruitment and workforce solutions industry in the United States of America, hence we have been able to hire some of the best business developers to handle our sales and marketing.

Our sales and marketing team will be recruited base on their vast experience in the industry and they will be trained on a regular basis so as to be well equipped to meet their targets and the overall goal of the organization. We will also ensure that our excellent job deliveries speak for us in the market place; we want to build a standard recruitment consulting business that will leverage on word of mouth advertisement from our satisfied clients.

Our goal is to grow our recruitment consulting business to become one of the top 20 recruitment consulting firms in the United States of America which is why we have mapped out strategies that will help us take advantage of the available market and grow to become a major force to reckon with not only in the U.S but in the world stage as well.

Julius Anderson & Co® Recruitment Consultancy, LLP is set to make use of the following marketing and sales strategies to attract clients;

We have been able to work with our in-house consultants and other brand and publicity specialists to help us map out publicity and advertising strategies that will help us walk our way into the hearts of our target market. We are set to take the staffing, recruitment and workforce solutions industry by storm which is why we have made provisions for effective publicity and advertisement of our recruitment consulting firm.

Below are the platforms we intend to leverage on to promote and advertise our recruitment consulting business;

When it comes to getting paid, some recruitment consultancy firms charge their clients applicant administrative fees so as to enable them process their application, match them with employers and successfully help in securing jobs. Processing the application of an applicant includes helping them restructure their CVs and cover letters so as to fit into the expectation of the recruiter.

At Julius Anderson & Co® Recruitment Consultancy, LLP we will keep our fees below the average market rate by keeping our overhead low. In addition, we will also offer special discounted rates to startups, nonprofits, cooperatives, and small social enterprises.  

The payment policy adopted by Julius Anderson & Co® Recruitment Consultancy, LLP is all inclusive because we are quite aware that different customers prefer different payment options but at the same time, we will ensure that we abide by the financial rules and regulation of the United States of America.

Here are the payment options that Julius Anderson & Co® Recruitment Consultancy, LLP will make available to her clients;

In view of the above, we have chosen banking platforms that will enable our client make payment for our services without any stress on their part. Our bank account numbers will be made available on our website and promotional materials.

13. Startup Expenditure (Budget)

Starting a recruitment consulting firm can be cost effective; this is so because on the average, you are not expected to acquire expensive machines and equipment. What you should be concerned about is the amount needed to secure a standard office facility in a good and busy business district, the amount needed to furnish and equip the office, the amount needed to pay bills, purchase relevant software apps, promote the business and obtain the appropriate business license and certifications.

These are the areas we would spend our startup capital;

Going by the report from the research and feasibility studies, we will need about $150,000 to set up a small scale but standard recruitment consulting business in the United States of America.

Generating Funds/Startup Capital for Julius Anderson & Co® Recruitment Consultancy, LLP

Julius Anderson & Co® Recruitment Consultancy, LLP is a business that will be owned and managed by Julius Anderson and other business partners. They are the financier of the firm, but may likely welcome partners later which is why they decided to restrict the sourcing of the startup capital for the business to just three major sources.

These are the areas we intend generating our startup capital;

N.B: We have been able to generate about $50,000 (Personal savings $40,000 and soft loan from family members $10,000) and we are at the final stages of obtaining a loan facility of $100,000 from our bank. All the papers and documents have been duly signed and submitted, the loan has been approved and any moment from now our account will be credited.

The future of a business lies in the number of loyal customers that they have, the capacity and competence of the employees, their investment strategy and the business structure. If all of these factors are missing from a business, then it won’t be too long before the business closes shop.

One of our major goals of starting Julius Anderson & Co® Recruitment Consultancy, LLP is to build a business that will survive off its own cash flow without the need for injecting finance from external sources once the business is officially running. We know that one of the ways of gaining approval and winning customers over is to offer nothing short of excellent services.

Julius Anderson & Co® Recruitment Consultancy, LLP will make sure that the right foundation, structures and processes are put in place to ensure that our staff welfare are well taken of. Our company’s corporate culture is designed to drive our business to greater heights and training and re – training of our workforce is at the top burner.

As a matter of fact, profit-sharing arrangement will be made available to all our management staff and it will be based on their performance for a period of ten years or more. We know that if that is put in place, we will be able to successfully hire and retain the best hands we can get in the industry; they will be more committed to help us build the business of our dreams.

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Staffing Agency Business Plan

Are you thinking of starting a staffing agency We have prepared a solid staffing agency business plan sample that guides you on every stage of your business plan writing

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As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

How To Write A Staffing Agency Business Plan?

Writing a business plan for a staffing company is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon.

2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview , But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section , it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

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9. Appendix

When writing the appendix section , you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

Frequently Asked Questions

1 why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

2 How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

3 Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

4 What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

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Business Planning Resources

We have plenty of  free business planning resources  available to help you with your planning. You can download our resources to learn all about business planning.


Not found what you are looking for? Explore our 200+ sample business plans to find match for your business.

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DISCLAIMER: The business plans, templates, and articles contained on are not to be considered as legal advice. All content is for informational purposes, and upmetrics makes no claim as to accuracy, legality or suitability. The site owner shall not be held liable for any errors, omissions or for damages of any kind.

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Developing an Employee Recruitment Plan

A recruitment plan outlines your strategy for finding, screening, and hiring new employees. Rather than trying a variety of methods to see what works, you can arrange a recruitment plan before you begin the recruitment process.

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How to Develop a Recruitment Strategy:

Recruiting a new employee can be time-consuming and expensive, particularly if you don't have a clear direction. If you have a predetermined plan in place, you can be consistent in your recruitment efforts and direct your resources to a series of strategies that will help you find the kind of people you want to hire.

Figure out what position needs to be filled.

Identify a gap in your workforce..

You can't hire new employees unless you know exactly what role you need to slot them into. If you've identified a gap in your company's workforce that has been created by someone else's departure, or by the growth and evolution of your organization, that gap needs to be filled by someone who is qualified to meet the demands of that particular role.

Discuss the requirements of the role.

Anytime you begin the recruitment process, you should start by identifying very clearly what you are looking for. Work with your HR team, as well as departmental team leaders, to outline the requirements and responsibilities of each role. You should also outline the daily responsibilities and goals of each role.

Working with the HR team and departmental leaders ensure that everyone is on the same page and have a thorough understanding of each role.

Develop your recruitment strategy.

Decide how the job(s) will be filled..

Knowing what positions are vacant is only the start. How are you going to meet the need of your company? You will need to ask some important questions when you are drawing up a plan, like:

Will you hire multiple people? Will you look for a part-time or full-time employee? Will there be a trial period? Will you hire over the course of the next week or the next month?

Estimate your hiring needs.

These questions and more can help you to estimate how many people you will need in each department and approximately when you will need to hire them. Then, you can build a recruitment calendar for the year ahead.

Plan out a budget for your recruitment needs.

To keep your recruiting costs down, plan a budget for the year ahead based on the estimates you've done so far. Some of the usual costs include advertising, recruitment tools, career fairs, branding expenses, background checks, and travel expenses.

Decide how you will search for candidates.

Decide on the type of candidates that should be targeted..

What type of characteristics make up your target group? It might be education, work experience, years of service, geographic location, or some other attribute.

Think about where to search for applicants.

Picking out several characteristics can help you to narrow down your search pool and have a better idea of where to look. For instance, most general laborers won't be active on LinkedIn , but seasoned professionals are likely to frequent LinkedIn and keep an up-to-date profile.

Consider how you will screen your applicants.

Connect with your target group..

There are a number of ways to make the first point of contact with your target group. These include:

Start a conversation with candidates and keep in touch.

The list above includes some of the most common ways for employers to start a conversation with prospective employees. You can also keep in touch with your prospective employees by using applicant tracking systems. These tools will help you to streamline your application process and stay organized.

Evaluate your target group.

Come up with a method for evaluating your candidates..

The success of your recruitment plan comes down to how you evaluate the candidates. A job interview is a must for virtually any position, but job interviews can be conducted in a variety of ways.

Some companies opt for a series of interviews so that they can narrow down candidates and go a little deeper with shortlisted applicants in their second conversation. Others conduct only one interview but ask the candidates to take a short assessment to test their skills or knowledge in a certain area.

Plan for other evaluation and control methods.

You can also do your due diligence with employee background checks and calls to references.

Lay out the groundrules for making an offer to your chosen candidate.

Your recruitment plan should define who makes the offer to the chosen candidate and performs any further negotiations. You can also lay out how the offer will be made and draft an official agreement letter.

Continue to review and edit your plan as you go.

Your recruitment plan should reflect the growth of your company, so continually review your recruitment process and make changes to your plan. This will ensure your recruitment strategy is always efficient and effective.

Why is a recruitment plan important?

Before you struggle with your recruiting efforts and scratch your head wondering why you aren't able to find the candidates that you're looking for, sit down and come up with a recruiting plan. With the right recruiting strategies and steps in place, you can exponentially increase the quality of your results. You can use our recruitment plan sample above to help you get started.

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How do you write a hiring plan?

How do you determine recruitment needs?

How do you develop a recruitment strategy?

Employing the right people for your business is the most important part of your organization, therefore, you must have a good recruitment process to attract the right kind of employees for your business needs. A good recruitment process can minimize the time involved in searching, interviewing, hiring, and training candidates.

How many stages does the recruitment process comprise of?

Related Articles:

Talent management, employee referral program, recruitment, strong work ethic, best hiring practices.

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All About People

Executive summary executive summary is a brief introduction to your business plan. it describes your business, the problem that it solves, your target market, and financial highlights.">.

All About People (AAP) began out of the desire to contribute to this community, just as communities have fed All About People’s proprietor over the years. Although originally from a larger market, the proprietor realizes the need in the southern Willamette Valley for a personnel agency that fills a void left by other temporary and permanent placement agencies. AAP matches specifically skilled workers with clients, saving businesses time and money, while providing for its employees with honesty and honor. This requires a high level of communication. It means asking open-ended questions and listening, not talking. This means knowing the local market so AAP can really serve each client and employee, not just “sell” them our goods. AAP is quality service.

The long-term vision includes a number of offices throughout the southern Willamette Valley. The proprietor sees the challenge in this vision, not in the growth itself, but in training and encouraging all AAP personnel to treat each client and employee with the same care and with the same level of communication.

Managing our Growth AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan. During the past couple of years the proprietor provided all services. In Year 1, the company will add a part-time office staff person and an employment specialist. In response to this growth, AAP will have a procedures manual for in-house staff to assure that the information is clear. In addition, AAP will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. Year 2 projections include a receptionist, another employment specialist, and a field representative. In Year 3, AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

The Market AAP is structured like other temporary and permanent placement agencies. However, it will serve clients with needs for select, specialized professionals rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people, but there are none for the Willamette Valley. AAP has five divisions, targeting the following areas of expertise:

Services AAP will handle recruiting, including reference checks, skills evaluation, preliminary interviewing,  and screening of all employees for its clients. AAP acts as an extension of the client’s human resource department, assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Financials The company’s start-up requirements are $55,464, of which $7,600 will be provided for by the owner’s personal investment. The rest will be obtained through loans.

We expect to be able to charge a 50% markup to our business clients. Thus, if an employee is being paid $10 per hour, we are charging the client $15 per hour. The company predicts that it will be able to produce sales of approximately $300,000 by Year 3. The company does not have any direct cost of sales; we track payments to placed individuals as regular payroll.

Sbp, employment agency business plan, executive summary chart image

1.1 Objectives

AAP is structured like other temporary and permanent placement agencies. However, we serve clients with needs for select specialized professionals, rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people. AAP followed the model of one placement firm described below.

A contract engineering firm places temporary workers who are hardware and software engineers. Employees earn between $80- $100 per hour and approximately seven employees are placed per month. The firm recruits through its website, advertises in newspapers, magazines, and trade publications. Incentives offered to contingent workers include medical, dental, and disability insurance, 401(K), and a reference finder’s fee for placement referrals. They find their employees are 60 percent male, 40 percent female, and ages spread evenly.

AAP serves the business client by locating a professional worker, interviewing and screening that worker, setting up interviews if necessary, and administering all hiring paperwork. The company runs payroll and bills the client bi-monthly. AAP will also manage the professional, staying in close contact with the client and communicating with the worker regarding any personnel issues that may arise.

The professional worker is served with employment opportunities at no cost; pay rates that are within industry standards; and health insurance may be purchased, if a worker becomes eligible, at a group rate starting at $124/mo. AAP will pay $65/mo for any coverage chosen from the group package.

1.2 Mission

All About People’s mission is to contribute to the community by filling a need for specialized, professional, contingent workers. The company will provide workers with a safe and independent environment. It will also provide businesses with a high-caliber of employee available for project or permanent work. All About People listens to individual needs and customizes personnel solutions for both businesses and workers.

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HR Manager’s Guide to Recruitment Planning: Everything you need to know to hire top talent

by Employers Council Staff

Arizona ,   California ,   Colorado ,   DEI ,   Hiring ,   HR Expertise and Support ,   Nevada ,   Retention ,   Utah

At Employers Council , our focus is on creating exceptional workplaces—and we know the only way to do that is to consistently hire (and retain) exceptional people. A strong recruitment plan is foundational for your organization’s current and future staffing needs. That plan should cover full lifecycle recruiting, rooted in a clear brand message and carried all the way through an onboarding process that inspires confidence and loyalty in new hires. 

“It’s marketing for employees,” said Kristen Borrego (MSM, CPP, SPHR, SHRM-CP), Director of Outsourced Consulting Services. “You are presenting yourself as an organization in a similar way that you market your services.  You are trying to attract talent…talent that stays.” 

This guide will cover the core principles of recruitment planning, offer today’s best recruiting strategies, and point you toward recruiting resources to help your organization thrive.


Recruiting and DEI

What do recruiting services cost?

Common Recruiting Challenges for HR Professionals

It’s one of the most important tasks for an organization to master, but recruiting is a sticking point for many businesses. Unresolved recruiting challenges can lead to talent gaps ,  expensive employee turnovers and unfilled positions. 

Weak or non-existent company branding is the most often overlooked cause of recruiting issues. It’s almost impossible to attract like-minded employees if an organization doesn’t know who they are—or can’t communicate who they are clearly.  

“They get frustrated they aren’t finding cultural fits, [but] they aren’t projecting who they are and what their culture is,” said Kristen. Organizations who spend the up-front time on branding (and making sure their recruitment plan is aligned with that brand) are much more likely to end up with an applicant pool of bullseye matches. 

Secondly, lack of time can ruin the best-laid recruiting intentions. Whether the schedule crunch is because of an HR staff shortage or pressure to “get someone in the seat” as fast as possible, rushed recruitment always yields non-optimal results. Not only will you not achieve your hiring goals, but you can also give future potential employees a long-lasting bad impression. 

“[Lack of time] shows in the posting, it shows in the process, it shows in how they treat the person once they are offered the job” said Kristen. “When we talk to members, I always tell them it’s better to pause and not do a recruiting process if you don’t have the time or resources to invest to do it correctly.” 

Finally, being slow to adapt to changes in the employment landscape can also scuttle recruitment strategies. For example, when the pandemic permanently shifted employee expectations and options, organizations who held onto their status quo recruitment plans found themselves flailing in the tight labor market. More responsive businesses were able to woo top talent looking for positions that fit their current needs and lifestyles. 

hr recruitment business plan

The Benefits of a Solid Recruiting Plan

A thoughtful, comprehensive recruiting plan can help organizations overcome these challenges, but many businesses haven’t created one.

“Most of our members are on the smaller side,” said Kristen, “so they typically don’t have a process. Or their process is very basic…typically developed by someone who is wearing multiple hats.” 

Taking the time to create a plan, or outsourcing plan development , results in much faster, more efficient recruiting down the line. These time savings are especially beneficial when it comes to posting, one of the most time-consuming parts of hiring. 

Having a recruitment plan that leaders have agreed to ahead of time can also standardize hiring across the organization . Without a formal recruitment process, managers will often ask for separate strategies for their departments, adding research work, time and expense. 

“Every position becomes a much more difficult conversation because it’s this person’s preference versus this person’s preference,” said Kristen. “When you have a process, a lot of that is gone.” 

Other benefits of building a well-thought-out and closely followed recruiting plan include: 

“If people have a bad taste, when you have another position, they aren’t going to [apply],”said Kristen, noting that an inefficient interview process and poor communication can hurt your future hiring prospects.  “It’s not a good reputation, and not one that’s easily overcome.” 

5 Steps to the Recruitment Process   

An organization’s recruitment process should include both strategic and tactical elements. Before any job is posted or applications accepted, businesses should understand how recruiting fits into the bigger picture. The recruitment process should be holistically designed to help both the business and the applicant determine quickly if they are a good fit. 

“It’s really more of a match than sometimes people think,” said Kristen. “You are both courting each other to some extent. Make sure each part of the process has validity to it and logic behind it.” 

Pre-planning should include: 

Once that higher-level thinking has been accomplished, your team can dig into the weeds of your recruitment process execution. Detail how you’ll accomplish every step of  the recruiting lifecycle, and don’t forget to assign key team members, estimated hours needed, and final decision-makers to each task. 

“Everyone needs to know what their role is,” said Kristen. “And they need to be onboard to be able to do it!” 

A comprehensive, tactical recruiting plan should cover 5 essential steps:

1. Posting & reviewing applications

“I typically recommend a threshold of candidates versus a timeframe, because timeframes are ambiguous,” Kristen said. “I typically say, if you get 20, for example, and you haven’t had time to get through them, pause your posting, get through them and relaunch if necessary.” 

2. Conducting interviews and tests

“Really be honed into what you want to accomplish with each piece,” said Kristen, noting that smaller employers will sometimes get stuck into overly complex interview routines. “Dig into what this step is for [and] what you are trying to figure out here.” 

3. Making a selection

Remember to note how you’ll communicate with candidates you don’t choose. “You need to have a personal touch even for the people you’re not going to work with,” said Kristen. “It may not be the right position for them now, but there may be one in the future.” 

4. Completing background checks

Kristen recommends having a couple good candidates before closing out your selection process in case something comes up in a background check.  Your team should consistently apply what background check information triggers a restart and what is dealt with on a case-by-case basis. 

5. Onboarding new employees

Successful onboarding, not hiring a candidate, is the last step of the recruitment process. “They could always start and then drop out,” said Kristen. “They aren’t bonded to you at that point.”

Members, login and download a free whitepaper detailing how to create a comprehensive recruiting plan. 

Current Recruiting Strategies

When labor markets are tight, and qualified candidates are hard to come by, there are some tried and true recruiting strategies that can keep your organization on top. 

1. Stick to your brand.

Knowing who you are can help you make hard decisions. Kristen shared that sometimes organizations will stay with a candidate even if a concern comes up in the final stages of hiring. They don’t want to waste the time they already put into the recruiting process, so they downplay incompatibilities that can lead to big problems in the future. “It’s ok to say this isn’t a good match,” said Kristen. “It’s better to say no now than have to fire them 90 days in.” 

2. Maximize responsiveness and efficiency.

“The more efficient you are in your process—that’s going to yield you the best candidates,” said Kristen, reminding organizations that top talent will move on rather than suffer through a long review process. “The days of people waiting on you—we’re not in that situation right now. Your good candidates are getting 10 calls a day, and they are likely going to go with the highest offer and the quickest turn around.”  

3. Streamline the onboarding process.

Kristen says there is not much tolerance left for companies who are unprepared to welcome new employees. “Everything should feel smooth and seamless,” said Kristen. “The recruiting doesn’t end.” This is especially important when acclimating remote employees ; training, tech and communication systems should be locked in from day one to help new hires settle in quickly.

hr recruitment business plan

Put employee referral programs to work.

Learn how to integrate employee referral programs into your recruiting process with this Employers Council white paper. The exclusive resource for members includes key strategies for crafting an effective program and a customizable referral form. 

Login to download or become a member.



Organizations often run into two roadblocks when trying to align their recruiting and diversity, equity and inclusion goals , Kristen said. 

First, the same laws that prevent discrimination can also make it legally tricky for companies to directly target any specifiic category of candidate, even if the intent is to foster a more diverse workforce. Instead, organizations should look at their recruitment process through a DEI lens. 

Carefully consider what explicit and implicit biases may exist in recruitment materials, job ad language , job requirements, and more. Are there small process improvements you can make (such as removing identifying information from résumés during the screening process) to help reduce the effect of unconscious bias? Is there anything in your recruitment plan that is keeping diverse candidates from applying—or finding your posting? 

Organizations should also pay close attention to where they are looking for new employees. “The best advice we’ve been giving is to make sure you’re posting to places that yield a diverse audience,” said Kristen. 

Secondly, organizations need to actually build a diverse, equitable, and inclusive culture . If your workplace talks a good DEI game when recruiting but doesn’t actually walk the walk in the workplace, you’ll lose new hires from underrepresented groups quickly.

“I can tell you where to post…and you can post to all of these cool places, but that’s not going to be your problem,” said Kristen. “A lot of organizations don’t want to tackle the DEI nut because it gets really uncomfortable at certain stages.”  

Want more ways to boost diversity in your recruitment process? Members: Login and download our free whitepaper on “Recruiting for Diversity.”  

What to Look for in Outsourced Recruiting Services

If your organization is struggling to find time to create and execute a high quality recruiting plan, outsourced recruiting services are a good solution. But not all recruiting service organizations are created equal. How do you find one that fits your particular needs? Ask a lot of questions, Kristen said, to make sure it’s a match. Here are several to start with:

1. Do your recruiting processes align?

  “If you spent the time thinking about your own process, don’t throw it out the window because you want to use this contractor,” said Kristen. Confirm that either they can work with your recruiting plan or that your processes complement each other. 

2. Does your point person understand and support your goals? 

“Do they get what you’re trying to accomplish with this hire?” asked Kristen. Find someone you’re comfortable working closely with who shares your objectives. 

3. Do they have a good track record? 

Are they known for delivering great candidates? Are you able to call their references? Do they have a good reputation in your field?

4. Are they active in your industry? 

Recruitment experience in one area might not translate to another. Check to make sure their network, contacts and knowledge of your industry is strong enough to deliver results. 

5. Do they know how to work with organizations of your size? 

Recruiting for a 500+ employee organization—with deeper pockets, bigger HR departments and more resources—is a much different game than guiding small start-ups through the recruitment process. Find an outsourced recruiting services consultant who knows how to work with you.  

6. Is their applicant pool relevant and updated? 

Do they have a constantly  updated list of possible candidates, or are they working from old information? “I haven’t put a résumé out into the world in 12 years, and I still get calls from [certain] headhunters,” said Kristen. “That tells me that their bucket is not always the freshest.” Look for a recruiting company with timely contacts in your area of business. 

7. Do they offer the solutions you need right now?

Get clear on your recruiting goals and which parts of the process you need help with to find the most appropriate outsourcing match. 

hr recruitment business plan

The recruitment process is notoriously expensive. Some estimates put the total cost of replacing an employee (and getting the new one up to speed) at around 1 to 2 times the position’s salary. 

Outsourced recruitment services can be an efficient way to enhance your recruiting process, as long as the return on your investment (in time, quality candidates, and excellent hires) is favorable. 

Keep in mind that headhunters and some recruiters tend to charge a flat fee: anywhere from 20 to 30 percent of the position’s salary. (Because of that pricing structure, many won’t take on lower salary, entry-level positions.) Organizations that offer more holistic recruiting services, like Employers Council, usually work on an hourly rate. Both flat hose fees and hourly rates can vary based on several factors, including:

Organizations should look closely compare bids to find recruiting services that match long-term workplace goals and their budgets. 

3 Reasons to Choose Employers Council as Your Recruiting Consultant

1. employers council offers a holistic menu of services that covers the entire lifecycle of recruitment.  .

Unlike headhunters who usually focus on the hiring portion of recruiting, Employers Council can help organizations with everything from recruiting strategy to new employee training. “We are multidisciplinary,” said Kristen, “from compliance to state laws to HR strategy to brand strategy. If you work with just a recruiter, they may or may not be familiar, comfortable, or knowledgeable in any of those areas.” Employers Council’s recruiting consultants not only have a wide range of real-world experience managing all parts of a recruiting plan, but they also have the resources of the Council available to fill in any additional member needs. 

2. Employers Council partners with clients in a collaborative, cost-efficient recruitment process. 

Employers Council comes alongside your process to enhance it, not replace it. (Employers Council can also help you build a recruitment plan if you don’t have one.) Organizations who hire Employers Council are able to customize outsourced recruiting services to fit their exact needs, fill specific gaps, and find the very best candidates for their open positions. Employers Council charges hourly rates, so you only pay for what you use. “We can take as little or as much [of the recruitment process] as you want,” said Kristen. “That can be more cost-effective for small organizations because if they have a budget of, say, $2,000, they can say, ‘Get me as far as you can for that.’”

3. Employers Council shares their behind-the-scenes recruiting secrets. 

When you work with Employers Council, you’ll see exactly how they found your favorite candidates. From posting metrics to time-to-fill data, everything you’d want to examine from a best practices HR perspective is open to clients. Employers Council can not only debrief you on your recruiting results, but consultants are also available to train your own staff to replicate the consultant’s methods. 

Ready to build and execute a stellar recruiting plan with Employers Council? SEE OUR SERVICES  

Start collaborating with experienced recruiting consultants. GET IN TOUCH

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Sample Recruitment Business Plan

A sample recruitment business plan revolves around basically three words that describe your business philosophy. 3 min read

Updated November 2, 2020:

Sample Template for Starting a Recruitment Business

Business Niche

Creating a business plan involves making some decisions upfront. This means choosing a niche. By doing so, you'll be deciding the type of recruitment agency to start and the industry to serve.

Observing Competitors

Observe how your competitors' work provides an excellent opportunity and how its recruitment process works.

Gathering Experience

Starting a recruitment agency requires the experience that a recruiter uses to find the perfect match for a company's needs. Examples of what you need to know include:

To acquire the type of experience necessary to operate a recruitment agency, it's recommended that you register with a reputable recruitment agency to experience, firsthand, some basic training in how an agency operates.

Building Skills

Keep in mind that part of a recruiter's job is testing the skills of potential candidates for jobs. So, your own skill level must be up to the task. It's equally important that you're able to recognize someone with potential even though they may not possess a lot of experience. You also need the insight to place the right person in the right position.

Evaluating Start-Up Costs

A recruitment agency isn't a cheap business venture to initially get started. You'll need a checklist of all things needed and the cost of each item. Things to include are staff payroll, marketing, insurance, and basic business expenses.

Researching Recruitment Laws

Study and become familiar with the recruitment laws in your state to ensure you aren't in violation. Each has guidelines that may include requirements for specific industries.

Obtain a Business License

Check with your local city and county office as well as the state to find out if or what type of business license is required to operate a recruitment agency. Obtain the license prior to opening for business.

Research Employment Laws

Laws guiding the rules of employment in each state are also in effect and something you must become familiar with. Examples include laws against discrimination and equal opportunity employment .

Business Location

Select a business location that's visible and easily accessible for clients and job applicants.

Register With Recruiters

Register with other companies as a recruiter. This is a way to bring in business should a company need to fill a position and contact you to fill the position.

Create a Marketing Plan

Create a marketing plan that outlines your business and its services. Make a list of businesses to contact and send a letter of introduction letting owners/managers of these businesses know about your company and what it has to offer. Also, follow up on each letter. Take advantage of the internet and newspapers by placing ads to highlight your business.

Create a Business Website

In today's fast-paced world, having a website is the standard operating procedure. A website is a gateway to advertising job vacancies. It's also a way for potential job seekers to provide resumes and conduct online interviews.

Hire Support Staff

A recruitment agency requires lots of paperwork, and you'll need to hire qualified staff to help with the tasks. This means bringing staff on board who have previous recruitment experience.

Contact insurance companies about purchasing liability insurance for your business.

Business Bank Account

Open a business account that's separate from your personal account for accepting payments for services from clients.

Equipment Necessary for a Recruiting Agency

The office space should include a reception area for greeting applicants and receiving applications. There should also be a conference room where you can conduct interviews. Necessary equipment includes:

Potential Recruiter Salary

On average, a recruitment consultant has the potential to earn between $65,000 and $75,000 annually. Charges for placing a candidate can range between 14 and 20 percent. Charges for your services may be based on a percentage of the candidate's first annual salary. The other option is charging a flat fee to the company you're recruiting for.

If you need help with a sample recruitment business plan, you can post your legal need on UpCounsel's marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.

Hire the top business lawyers and save up to 60% on legal fees

Content Approved by UpCounsel

12 min read

How To Build an Effective Recruitment Plan

hr recruitment business plan

[Download now: Free Recruitment Plan Template ]

1. Define your goals

The recruitment activities action plan process starts by defining your overarching goal, which then ladders down to guide your day-to-day activities. This often starts by coordinating with senior leaders to understand the trajectory of the business. For instance, if your plan is to launch a new product line by the end of the year, you may realize you need to hire an in-house marketing expert to make the release successful. Or, if the company is going through lean times, you may need to find ways to cut costs — and look into hiring remotely, where you can take advantage of local pay scales and lower overhead costs. 

[Read more: Virtual Recruiting Guide: 13 Ideas For Success in 2021 ] 

Despite the fact that this goal might be big, try to make it as clear as possible. Here are some common goals that hiring teams articulate in support of a company’s mission: 

Sometimes, a company’s needs may not be immediately evident. This is where skills gap analysis and other forecasting methods can help guide your recruitment process improvement plan. A skill gap analysis helps companies create a recruitment plan for hiring to identify which skills their workforce needs, but doesn’t necessarily have yet. Skills gap analyses can be used to then guide hiring priorities, create opportunities for training and development, or allocate funding for new technology or partnerships. 

Graphic showing common recruitment goals for companies

[Download: Free Skills Gap Analysis Template ]  

In addition to a skills gap analysis, look at your promotion schedule to see which employees may be moving up — and opening new positions to be filled. Update your organizational chart to visualize key roles. Use this information to predict the number of roles for which you will need to hire over the next 12 months. This information will help your recruitment team and leadership teams create recruiting plans and strategies and ensure you have the right resources and budget to set your hiring process up for success. 

2. Define the positions

Next, create a list of the positions for which you are recruiting, as well as a hiring timeline for when these positions need to be filled. Depending on the size of your organization, you may need to go department by department and make a list of all the human resources needed for the year. Use your skill gaps analysis to anticipate future needs in addition to current ones. 

Not only should you identify your upcoming open roles, but you should also work with the hiring team to begin creating job descriptions. Include hard skills and soft skill s in your evaluation of the role and the ideal candidate. For more, follow our guide at the link below.

[Read more: How to Write a Jo b Description ] 

The timeline is a critical piece of your recruitment plan. Even in a competitive job market, it can take time to find the right candidate. The average time-to-fill ranges from 33 – 49 days , according to LinkedIn. And, if you make the wrong hire, that time can easily double. Map out the positions for which you are hiring quarter by quarter to give your team plenty of time to prepare. 

With this information in mind, you can begin to design a thoughtful hiring process that helps you achieve the goals of your hiring plan. 

Graphic showing average time to fill

3. Start by planning a sourcing strategy

Your hiring process is likely to change depending on whether you’re recruiting virtually or in-person, and for a remote role or for someone on-site. Typically, however, the hiring process takes place over two phases: sourcing and screening. 

Sourcing, in a general sense, involves everything from employer branding to posting a job ad to using unique job boards or social media to reach diverse candidates. These are the activities that attract candidates to your company and encourage them to apply for an open role. Some sourcing activities are passive (e.g., employer branding) versus active (e.g., reaching out directly to individuals on LinkedIn). 

Without strategic sourcing, it’s unlikely that you will be able to attract the talent you need to achieve your hiring goal. Keep this in mind as you plan sourcing activities, which may include: 

Graphic showing how to create a candidate sourcing strategy

[Read more: 13 Recruitment Strategies To Improve Your Hiring ]  

Imagine that you are tasked with increasing the diversity of your leadership team. This might require a sourcing strategy that includes writing better job descriptions, reaching out to affinity groups, or soliciting employee referrals. Keep your specific list of open roles in mind as you map out your sourcing strategy. 

4. Determine your selection process

After sourcing comes candidate selection or screening. Screening begins after applications have been submitted. Candidate selection activities might include: 

Graphic showing different candidate screening methods

[Read more: 7 Method s For Screening Candidates To Hire Better ]  

There are many methods for evaluating candidates, from blind hiring to peer interviewing . And, it can be tempting to use as many methods as possible to screen candidates. However, keep the candidate experience in mind, too. No one wants to go through a ten-step hiring process. Just optimizing this one aspect of hiring can help you achieve many of your recruitment goals (such as employee retention, saving on hiring costs, and increasing referrals). 

5. Allocate resources for employee onboarding

Include onboarding in your recruitment plan to ensure this crucial step doesn’t fall between the cracks. Great onboarding can improve employee retention by 82% , yet the majority of organizations don’t onboard well. 

Your recruitment plan should lay out the steps that take place after a new hire accepts the offer. Onboarding can take place remotely, even if the employee is planning to come to the office eventually. 

Graphic showing benefits of focusing on onboarding

[Read more: Remote Onboarding: Best Practice Guide & Challenges ]  

Based on the number of open positions you anticipate, allocate sufficient resources to ensure all new hires are set up for success. This can include investing in onboarding software, creating an employee handbook, and purchasing equipment in advance so new team members are ready to go from day one. 

6. Identify tools to improve processes

Pre-employment screening of candidates is one of the most time-consuming tasks that recruiters do every day. When developing your recruiting resourcing plan, identify the opportunities for software to take on manual screening and sourcing steps that take up the most time. 

AI recruitment is a growing field that is more within reach than many businesses realize. Vervoe is just one example of a tool that harnesses AI to help recruiters source and screen at scale. Vervoe uses AI-based skills assessments that let you evaluate at scale, and spend more time with high-performing candidates. We instantly auto-grade and rank candidates according to job-related skills. This gives recruiters time back to spend on what’s really important. 

Graphic showing the average time spent on each part of the hiring process

7. Secure budget to support your plan

All this information can finally be translated into a recruitment budget. Your budget should cover: 

These costs will vary depending on how many positions for which you’re recruiting, whether or not you’re hiring virtually, and what recruitment software you will use to complete the process. Try to separate one-time costs from recurring costs to help senior leaders understand how your budget request specifically supports your recruiting goal. 

Graphic showing what a recruitment plan budget should cover

The process of creating a recruitment plan may seem complicated, but the results speak for themselves. The average cost of a bad hiring decision, according to the Department of Labor, is at least 30% of the individual’s first-year expected earnings . By setting your recruitment objectives early and revisiting them often, you can be clear about your hiring priorities and make an offer to the right person the first time around.

Download our free Recruitment Plan Template today and align your hiring goals with the objectives of your organization.

Emily Heaslip

Emily Heaslip

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Prepare Your Annual HR Plan for 2022

hr plan 2020

Each year, it is important to create an annual HR plan to guide your people team or human resources department. However, in 2022, it is even more important for HR departments to take into account recent changes , and develop a sound hr strategic plan to take their teams to the next level.

More important than the details of the plan itself is to make sure the company’s mission and vision are reflected within your annual HR plan for 2022. Without clear objectives and a path to achieve them, you may fall short in reaching your company’s goals.

A highly focused and clearly communicated annual HR plan helps to guarantee your HR objectives will be met.

In this article, we will cover the ins and outs of yearly HR planning and provide the key steps to reach your HR goals.

Table of Contents


What is Meant by HR Planning ?

The purpose of a human resources plan is to analyze and evaluate all the elements related to the human resources policy for the coming year.

Everything from staff dynamics, organizational structure , and working conditions to the hiring process and onboarding of new employees .

As there are many aspects of an HR annual work plan, it’s important to first understand the company environment within which you work, as this will greatly affect the HR plan you create. Once you evaluate the company environment, you can then move forward with creating a successful HR plan of action.

Prepare your annual business plan for HR in 2022 and reach all of your objectives.

Map Out Your Annual HR Plan: Evaluate the Company Environment

At the beginning of the year, companies establish a strategic plan, dependent heavily on the human resources department, where the key annual objectives are set.  In order to develop a successful annual HR plan, it’s important to take into consideration the company’s policies and procedures , as well as the employee handbook . That way, you can rest assured that the goals and plans of the company are aligned with those of HR.

To reach your HR objectives, you must first know the answers to the following questions:

What Can We Improve on From Last Year’s Annual HR Planning?

Success is simply the result of many failures and tried attempts, all put together. Identifying past struggles and using them as fuel to propel you forward is what leads to success and improvement.

What Expected Challenges Can I Include in My Yearly HR Plan?

When you know what’s coming, you can better adapt and take advantage of the changes, rather than let them take advantage of you. Consider learning about change management techniques to stay in control through the ups and downs. Analyzing the potential challenges is fundamental for preparing your team for what’s ahead. Also, knowing which changes, events and activities are taking place in the coming months, and how they will likely influence your team, allows you to better manage what lies ahead.

What Areas Within the Company Should I Plan to Improve?

Constant evaluation of the state of the company and its staff is crucial to coming up with solutions to improve. With Factorial, for example, you can create human resources reports that display a graphical vision of the company, outlining the required areas of improvement. If used correctly, these charts can also allow you to make visual conclusions about things such as the turnover rate or employee motivation.

Identifying key areas of improvement is one of the stepping stones to a successful large or small business HR plan.

As a result, reaching your yearly objectives is easy when you take the proper steps to first analyze the company’s environment and what you are working with . Clear communication between the human resources department and the company’s management is vital to creating a solid base for your annual human resources plan.

Define Your Annual HR Plan Goals & Objectives

The objectives of the company’s strategic plan are called long-term objectives . These types of objectives help measure the reach and success of the human resources plan.  Generally speaking, they can be divided into two categories:

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Organize Your Annual HR Planning: Set Team Responsibilities

Once the objectives are clear, both for the company and for the human resources department, it’s time to create your HR plan by reviewing the team responsibilities. Keep in mind, a thorough analysis of what each department will do in order to contribute to achieving the 2022 HR goals is necessary before moving forward.

Following this, the first step in the HR action plan 2022, is to assign a person who will be in charge of creating and implementing the HR plan . For smaller companies, this person will probably be the CEO. In slightly larger businesses, the person responsible is normally the same one who handles all of the human resources-related tasks. Medium-sized companies will look to their HR team; with every member delegated to a specific task, each corresponding with a goal.

Human resources organizational charts are a great way to visually see who is responsible for what, and who reports to who in the company. Using this type of chart is incredibly helpful for your staff planning.  They can be also useful to ensure that the HR management to HR employee ratio is in check. Try using a free organizational chart template to have a clear picture of your company’s structure.

These charts are great for displaying the following:

Annual HR Staff Planning: Identify Open Positions

Thanks to the organizational chart you can clearly see how many people you need to hire and for which positions. If you want to achieve your objectives for the coming year, you’ll need to have the right team in place.

In your HR plan you will define:

Clearly defining the above details, are important steps to take in your HR plan. Therefore, allow yourself the time to study and analyze your company at each stage of the HR plan creation process.

Start Planning with a Defined HR Policy

Your updated human resources policy must meet the standards and demands of the general HR and strategic plan. The hr policy will also include guides for the HR department, including, but not limited to:

Hiring Guide

The main purpose of the hiring guide is to assist the HR manager in hiring and onboarding. This guide serves to outline the roles and responsibilities of the employees you are looking to hire. It should contain information on the types of contracts for each position as well. Also, including an HR annual training plan template in your hiring guide is beneficial.

Note: As an HR manager, you will need to decide whether the hiring process will be outsourced or handled within the company. If hiring is done from inside the company , a strategic onboarding process must be established to ensure successful recruitment and retention.

Compensation Guide

With every new contract you plan on offering, you need to state the details of each. For example, the salary amount, benefits, and economic bonuses. Make sure that what is offered in your compensation guide is in line with your overall Human Resources budget.

Workplace Satisfaction Guide Personal

Taking care of new hires is important, but don’t forget about your veteran employees. Long-term employees need to feel continually valued and supported as well. In your HR plan, you should invest part of your budget for the personal and professional development of each employee in the team.

Investing in employee wellbeing creates greater workplace satisfaction. Providing employees with the right personal development tools for success is key. Employees that feel supported display greater motivation for achieving their own goals and career aspirations.

Company Guide

Inside the HR policy, you should think about including a practical guide from the company. Contained in this guide, would be the company vision and mission, proper conduct guides, and conflict resolution codes

Build Your Annual HR Plan 2022

Now that you’ve gone through all the previous steps, you’re ready to build the best HR plan for 2022.

As you can see, creating the ideal HR plan for 2022 takes time and effort to compile . Unfortunately, a high percentage of small and medium-sized businesses simply don’t have the personnel to create a dynamic HR plan.

Save time creating your Annual HR plan with Factorial!

A solid HR plan is fundamental to achieving company goals. If you don’t have the correct tools to do the job, you’ll end up exhausting yourself creating a plan that will miss the mark in the end.

With Factorial, you can create your human resources plan for 2022 with ease. Build your organizational chart , fast and easy, and see who is in charge of what at a glance. Decide which departments need more assistance or restructuring.

Furthermore, Factorial gives you access to all kinds of human resources reports. These reports help you analyze the state of your company, allowing you to more effectively create the most successful HR plan for the coming year!

Are you looking for a little extra support to streamline your HR processes?

Simplify your HR processes with Factorial

This post is also available in: English UK , Mexican

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“Unfortunately, a high percentage of small and medium-sized businesses simply don’t have the personal to create a dynamic HR plan.”

‘personal’ should be ‘personnel’, unless I am mistaken?

A great article otherwise!

hr recruitment business plan

Thanks Trudy!

hr recruitment business plan

Post more! Seriously, I am really digging what you have written so far. I’ve scanned your blog right now for more things to read.

hr recruitment business plan

Thanks , this piece was indeed very useful.

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hr recruitment business plan

How to write a recruitment business plan

When it comes to setting up a successful new enterprise  , writing a robust recruitment business plan is imperative. Your business plan is a roadmap to success, allowing you to establish the viability of the business, set intentions and use it as guide every step of the way. Without one, you might end up taking a few wrong turns. This is the case with many budding entrepreneurs, as they lack the understanding needed to write a good plan, omitting vital details which can be costly later down the line.

So whether you’re undertaking your annual review of your recruitment business plan, or you’re writing one for the very first time – this is how to write a solid business plan that will certainly lay the foundations for success. 

How to Structure Your Recruitment Business Plan

The structure of your business plan is important. It needs to follow a logical layout and look at areas such as marketing, competitors and forecasting. The following structure is the most common:

Sell Yourself as Well as Your Business

When you’re writing your recruitment business plan, of course it’s important to focus on the business aspect, but you need to remember to sell yourself too. When an investor is looking at multiple opportunities, each business plan might look very similar – it’s you that makes it unique. Potential business partners invest in the people as much as the business model, and they need to believe you’ll deliver everything you say you will.

Your Personal Recruitment CV

It’s important to talk about yourself in your business plan, so briefly outline your background, including your recruitment experience and any leadership or management experience you may have – this is what will make your business plan stand out.

Your Vision for Your Business

Anyone can write a robust business plan, but what makes for a successful business is vision .

It’s answering the ‘why’ – why do you want to create this business? Why will it be a success? Why will your recruitment business be different from all the others?

This is what will make investors get excited about your venture.

How to Conduct Market Research for Your Recruitment Business Plan

You need to conduct market research for your business plan in order to test its viability. You can do this by defining both your competitors and your target market, demonstrating that there is an audience there for your business.

Define Your Target Market

Every successful business owner knows their market inside and out. They know who they are, their likes, dislikes and where to find them.

In your business plan, you need to explain your client and candidate demographic, why they will be interested in your business and how you’re going to target them.

When starting out, keep your target market small and specialised. Casting your net too wide will undoubtedly lead to an imbalance of energy input and incoming leads. Narrow down your target client base – are you targeting a specific sector in a specific geographical area? Then further narrow down your candidate base – what experience level, contract durations, or career opportunities are your ideal candidates seeking?

Follow our advice for how to get new business in recruitment   for further support on sourcing candidates and clients alike with a comprehensive recruitment strategy.

This is one of the most important steps in your recruitment business plan. Give your recruitment business a clear direction and purpose, and the lead quality and investment opportunities are sure to follow.

What Are Your Competitors Doing?

Competitor research will make up another key part of your business plan and recruitment strategy and will help you to evaluate the viability of your business.

Have a look at a number of different key competitors and identify their strengths and weaknesses. This will help you to discover any opportunities that you could take advantage of, as well as highlighting any risks that may affect your business in the long run. Prepare your answers to how you’ll overcome challenges posed by fellow recruitment specialists in your target niche, and how you operate differently to them.

Think About Your Sales Strategy

Once you’ve defined your candidates, clients, and competitors, you’ve got to think about your sales strategy. It’s all very well having a fantastic recruitment business, but how will you target your customers and make money without a sales and leads strategy?

Think ahead to the next 3-5 years and establish who you might need to hire to drive sales and what channels they might use. This is where you can really demonstrate your understanding of sales, including the barriers, opportunities and the key metrics for success.

Focus on the Numbers

If you’re going to use your recruitment business plan to pitch for investment, then you need to be clear about the numbers. Investors will be looking closely at this section, evaluating whether your business is profitable.

Break it down by:

Make sure you get really granular with the details – any gaps or cause for concern will have an investor raising doubts about your business model.

Once you've figured out your recruitment business plan, you need the following steps from Recruitment Entrepreneur when considering how to start a recruitment agency . 

How Will You Get Funding?

If you’re planning on getting funding for your new business venture, then you need to be realistic. The average budget for a UK start-up is £5,000 , so unless you’ve got that saved up, you need to think about where you might source the money from.

Personal Funding

One of the most popular funding options for start-ups is personal funding, with 82% opting to self-fund their new venture . However, start-up budgets tend to be highest in recruitment, with 75% of recruitment businesses budgeting over £10,000 to start their business. 

Business Start-Up Loans

Start-up loans are another great funding option for recruitment start-up businesses. The government released the Start Up Loan Scheme in 2012 and in 2019, there was a massive 200% increase in recruitment businesses – all of which needed funding.

However, the only issue with start-up loans is that, unlike investors, they’re a simple cash-injection into the business and don’t come with any further support, such as business mentoring and guidance. Whilst this might be ideal for some new business owners, it may not be the best option for others – especially those who are launching their very first start-up recruitment business.

Funding and Investment for Recruitment Businesses

Another popular funding option for recruitment businesses is working with investors . Investors provide a cash injection to get the business off the ground, however, unlike loans, investors enter into a partnership, providing business mentoring and guidance, as it’s in their best interest to ensure the business is a success.

At Recruitment Entrepreneur, we not only provide investment, but we also deliver:

We enter into a partnership with every business we invest in, helping you to build real value in your recruitment business and drive it to success.

What Not to Include in your Recruitment Business Plan

So now you know what you need to include in your business plan, it’s worth noting the things that should be omitted. Some of the most common mistakes made when writing a start-up business plan include:

It’s important to be as transparent as possible when writing a business plan, so avoid making any bold or unrealistic claims, fiddling with your numbers or making any assumptions without tangible evidence in order to make your business look investment worthy.

Here at Recruitment Entrepreneur, we are always on the lookout for business leaders who want to scale their own recruitment business. We can help you with everything, from setting up your new recruitment business to scaling an existing one. Get in touch today to see how a partnership with us could benefit you and your business. 

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4.3 Recruitment Strategies

Learning objective.

Now that we have discussed development of the job analysis, job description, and job specifications, and you are aware of the laws relating to recruitment, it is time to start recruiting. It is important to mention, though, that a recruitment plan should be in place. This plan can be informal, but you should outline where you plan to recruit and your expected time lines. For example, if one of your methods is to submit an ad to a trade publication website, you should know their deadlines. Also of consideration is to ensure you are recruiting from a variety of sources to ensure diversity. Lastly, consider the economic situation of the country. With high unemployment, you may receive hundreds of applications for one job. In an up economy, you may not receive many applications and should consider using a variety of sources.

Some companies, such as Southwest Airlines, are known for their innovative recruitment methods. Southwest looks for “the right kind of people” and are less focused on the skills than on the personality of the individual (Carey, 2011). When Southwest recruits, it looks for positive team players that match the underdog, quirky company culture. Applicants are observed in group interviews, and those who exhibit encouragement for their fellow applicants are usually those who continue with the recruitment process. This section will discuss some of the ways Southwest and many other Fortune 500 companies find this kind of talent.

Recruitment Videos at Zappos

(click to see video)

Zappos has developed and posted a series of YouTube videos called “Why Do I Like Working at Zappos?” The videos show the culture of the organization and provide a great tool for recruitment.

Some organizations choose to have specific individuals working for them who focus solely on the recruiting function of HR. Recruiters use similar sources to recruit individuals, such as professional organizations, websites, and other methods discussed in this chapter. Recruiters are excellent at networking and usually attend many events where possible candidates will be present. Recruiters keep a constant pipeline of possible candidates in case a position should arise that would be a good match. There are three main types of recruiters:

A contingent recruiter is paid only when the recruiter starts working, which is often the case with temporary recruitment or staffing firms. A retained recruiter gets paid up front (in full or a portion of the fee) to perform a specific search for a company.

While the HR professional, when using recruiters, may not be responsible for the details of managing the search process, he or she is still responsible for managing the process and the recruiters. The job analysis, job description, and job specifications still need to be developed and candidates will still need to be interviewed.

Fortune 500 Focus

In 2009, when Amazon purchased Zappos for 10 million shares of Amazon stock (roughly $900 million in 2009), the strategic move for Amazon didn’t change the hiring and recruiting culture of Zappos. Zappos, again voted one of the best one hundred companies to work for by CNN Money (Sowa, 2011) believes it all starts with the people they hire. The recruiting staff always asks, “On a scale of 1–10, how weird do you think you are?” This question ties directly to the company’s strategic plan and core value number three, which is “create fun and a little weirdness.” Zappos recruits people who not only have the technical abilities for the job but also are a good culture fit for the organization. Once hired, new employees go through two weeks of training. At the end of the training, newly hired employees are given “the offer.” The offer is $2,000 to quit on the spot. This ensures Zappos has committed people who have the desire to work with the organization, which all begins with the recruiting process.

Campus Recruiting

Colleges and universities can be excellent sources of new candidates, usually at entry-level positions. Consider technical colleges that teach cooking, automotive technology, or cosmetology. These can be great sources of people with specialized training in a specific area. Universities can provide people that may lack actual experience but have formal training in a specific field. Many organizations use their campus recruiting programs to develop new talent, who will eventually develop into managers.

For this type of program to work, it requires the establishment of relationships with campus communities, such as campus career services departments. It can also require time to attend campus events, such as job fairs. IBM, for example, has an excellent campus recruiting program. For IBM, recruiting out of college ensures a large number of people to grow with the organization 1 .

Setting up a formal internship program might also be a way to utilize college and university contacts. Walgreens, for example, partners with Apollo College to recruit interns; this can result in full-time employment for the motivated intern and money saved for Walgreens by having a constant flow of talent.

Professional Associations

Professional associations are usually nonprofit organizations whose goal is to further a particular profession. Almost every profession has its own professional organization. For example, in the field of human resources, the Society for Human Resource Management allows companies to post jobs relating to HR. The American Marketing Association, also a professional organization, allows job postings as well. Usually, there is a fee involved, and membership in this association may be required to post jobs. Here are some examples of professional associations:

Labor unions can also be excellent sources of candidates, and some unions also allow job postings on their website. We will discuss unions further in Chapter 12 “Working with Labor Unions” . The key to using this as a successful recruitment strategy is to identify the organizations that relate to your business and to develop relationships with members in these organizations. This type of networking can help introduce you to people in your industry who may be looking for a job or know of someone who needs a job.

Human Resource Recall

What do you think is the best way to determine the right set of recruitment methods for your organization? What methods would be best for your current job?

Figure 4.5 Overview of the Steps to the Recruitment Process

Overview of the steps to the recruitment process: staffing plans; develop job analysis; write job description; job specifications development; know lwas relating to recruitment; develop a recruitment plan; implement recruitment plan; accept application materials; selection process.

If you have ever had to look for a job, you know there are numerous websites to help you do that. From the HR perspective, there are many options to place an ad, most of which are inexpensive. The downside to this method is the immense number of résumés you may receive from these websites, all of which may or may not be qualified. Many organizations, to combat this, implement software that searches for keywords in résumés, which can help combat this problem. We discuss more about this in Chapter 5 “Selection” . Some examples of websites might include the following:

Social Media

Facebook, Twitter, LinkedIn, YouTube, and MySpace are excellent places to obtain a media presence to attract a variety of workers. In 2007, Sodexo, which provides services such as food service and facilities management, started using social media to help spread the word about their company culture. Since then, they have saved $300,000 on traditional recruiting methods (Sodexo, 2011). Sodexo’s fifty recruiters share updates on Twitter about their excellent company culture. Use of this media has driven traffic to the careers page on Sodexo’s website, from 52,000 to 181,000.

The goal of using social media as a recruiting tool is to create a buzz about your organization, share stories of successful employees, and tout an interesting culture. Even smaller companies can utilize this technology by posting job openings as their status updates. This technique is relatively inexpensive, but there are some things to consider. For example, tweeting about a job opening might spark interest in some candidates, but the trick is to show your personality as an employer early on. According to Bruce Morton of Allegis Group Services, using social media is about getting engaged and having conversations with people before they’re even thinking about you as an employer (Lindow, 2011). Debbie Fisher, an HR manager for a large advertising agency, Campbell Mithun, says that while tweeting may be a good way to recruit people who can be open about their job hunt, using tools such as LinkedIn might be a better way to obtain more seasoned candidates who cannot be open about their search for a new job, because of their current employment situation. She says that LinkedIn has given people permission to put their résumé online without fear of retribution from current employers.

Creativity with a social media campaign also counts. Campbell Mithun hired thirteen interns over the summer using a unique twist on social media. They asked interested candidates to submit thirteen tweets over thirteen days and chose the interns based on their creativity.

Many organizations, including Zappos (Video 4.4), use YouTube videos to promote the company. Within the videos is a link that directs viewers to the company’s website to apply for a position in the company.

Facebook allows free job postings in Facebook Marketplace, and the company Facebook page can also be used as a recruiting tool. Some organizations decide to use Facebook ads, which are paid on a “per click” or per impression (how many people potentially see the ad) basis. Facebook ad technology allows specific regions and Facebook keywords to be targeted (Black, 2011). Some individuals even use their personal Facebook page to post status updates listing job opportunities and asking people to respond privately if they are interested.

Many organizations, such as Microsoft, hold events annually to allow people to network and learn about new technologies. Microsoft’s Professional Developer Conference (PDC), usually held in July, hosts thousands of web developers and other professionals looking to update their skills and meet new people.

Some organizations, such as Choice Career Fairs, host job fairs all over the country; participating in this type of job fair may be an excellent way to meet a large variety of candidates. Other events may not be specifically for recruiting, but attending these events may allow you to meet people who could possibly fill a position or future position. For example, in the world of fashion, Fashion Group International (FGI) hosts events internationally on a weekly basis, which may allow the opportunity to meet qualified candidates.

Special/Specific Interest Groups (SIGs)

Special/specific interest groups (SIGs), which may require membership of individuals, focus on specific topics for members. Often SIGs will have areas for job posting, or a variety of discussion boards where jobs can be posted. For example, the Women in Project Management SIG provides news on project management and also has a place for job advertisements. Other examples of SIGs might include the following:

Recruiting using SIGs can be a great way to target a specific group of people who are trained in a specific area or who have a certain specialty.

Most recruiting plans include asking current employees, “Who do you know?” The quality of referred applicants is usually high, since most people would not recommend someone they thought incapable of doing the job. E-mailing a job opening to current employees and offering incentives to refer a friend can be a quick way of recruiting individuals. Due to the success of most formalized referral programs, it is suggested that a program be part of the overall HRM strategic plan and recruitment strategy. However, be wary of using referrals as the only method for recruitment, as this can lead to lack of diversity in a workplace. Nepotism means a preference for hiring relatives of current employees, which can also lead to lack of diversity and management issues in the workplace.

For example, the University of Washington offers $1,200 any time a current employee successfully refers a friend to work at their medical centers. Usually, most incentives require the new employee to be hired and stay a specified period of time. Some examples of incentives that can be used to refer a friend might include the following:

These types of programs are called employee referral programs (ERPs) and tend to generate one of the highest returns on investment per hire (Lefkow, 2002). To make an ERP program effective, some key components should be put into place:

Accenture recently won the ERE Media Award for one of the most innovative ERPs. Its program has increased new hires from referrals from 14 percent to 32 percent, and employee awareness of the program jumped from just 20 percent to 99 percent (Sullivan, 2009). The uniqueness of their program lies with the reward the employee receives. Instead of offering personal financial compensation, Accenture makes a donation to the charity of the employee’s choice, such as a local elementary school. Their program also seeks to decrease casual referrals, so the employee is asked to fill out an online form to explain the skills of the individual they are referring. The company has also developed a website where current employees can go to track the progress of referrals. In addition, employee referral applications are flagged online and fast-tracked through the process—in fact, every referral is acted upon. As you can see, Accenture has made their ERP a success through the use of strategic planning in the recruitment process.

Table 4.1 Advantages and Disadvantages of Recruiting Methods

Costs of Recruitment

Part of recruitment planning includes budgeting the cost of finding applicants. For example, let’s say you have three positions you need to fill, with one being a temporary hire. You have determined your advertising costs will be $400, and your temporary agency costs will be approximately $700 for the month. You expect at least one of the two positions will be recruited as a referral, so you will pay a referral bonus of $500. Here is how you can calculate the cost of recruitment for the month:

cost per hire = advertising costs + recruiter costs + referral costs + social media costs + event costs.

$400 + $700 + $500 = $1600/3 = $533 recruitment cost per hire.

In addition, when we look at how effective our recruiting methods are, we can look at a figure called the yield ratio. A yield ratio is the percentage of applicants from one source who make it to the next stage in the selection process (e.g., they get an interview). For example, if you received two hundred résumés from a professional organization ad you placed, and fifty-two of those make it to the interview state, this means a 26 percent yield (52/200). By using these calculations, we can determine the best place to recruit for a particular position. Note, too, that some yield ratios may vary for particular jobs, and a higher yield ratio must also consider the cost of that method, too. For an entry-level job, campus recruiting may yield a better ratio than, say, a corporate recruiter, but the corporate recruiter may have higher cost per hires.

After we have finished the recruiting process, we can begin the selection process. This is the focus of Chapter 5 “Selection” .

Key Takeaways

1 “University Students,” IBM, n.d., accessed January 17, 2011, .

Black, T., “How to Use Social Media as a Recruiting Tool,” Inc. , April 22, 2010, accessed July 12, 2011, .

Carey, W. P., “Employees First: Strategy for Success,” Knowledge @ W. P. Carey, W. P. Carey School of Business, Arizona State University, June 26, 2008, accessed July 11, 2011, .

Lefkow, D., “Improving Your Employee Referral Program and Justifying Your Investment,”, February 21, 2002, accessed July 12, 2011, .

Lindow, A., “How to Use Social Media for Recruiting,” Mashable , June 11, 2011, accessed July 12, 2011, .

Sodexo, “Sodexo Earns SNCR Excellent Award for Innovative Use of Social Media,” news release, December 2, 2009, accessed January 17, 2011, .

Sowa, C., “Going Above and Beyond,” America’s Best , September/October 2008, accessed July 11, 2011, .

Sullivan, J., “Amazing Practices in Recruiting—ERE Award Winners 2009,” pt. 1,, April 13, 2009, accessed July 12, 2011, .

Human Resource Management by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.


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    Start early. Get everyone on the calendar as soon as possible. Determine the financial picture. Hiring plans are predicated by revenue. The G&A team should prepare the financials (spreadsheets, broken down by cost center) for next year. Use these to guide your budgets for each line of business. Set company goals.

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  6. How to Start a Recruitment Business

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