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Introduction
Ultimately, Beacon Rail’s recruitment plan should include a detailed strategy on all of the headings below. As suggested, the on-boarding and retention elements are often key.
The constant thread that runs through every aspect of this overview is communication and engagement.
How each part of this plan is implemented is key to achieving a successful outcome and, as we know a lot about staff attraction and retention, we would love to work with you.
We would welcome your feedback and look forwards to catching up soon.
STAGE ONE:
DEFINE REQUIREMENTS
DEFINE REQUIREMENTS
Ensure all parties agree on:
1. The overall purpose of this recruit.
2. The job description and duties.
3. Competencies required.
4. Person specification.
5. The interview and recruitment process.
6. Who is involved.
7. Timeframes.
8. What's communicated to the business.
9. Renumeration package.
STAGE TWO:
ATTRACTING POTENTIAL EMPLOYEES
ATTRACTING POTENTIAL EMPLOYEES
Active Candidates:
1. Write highly effective adverts.
2. Post adverts in correct places.
3. Sourcing CVs.
4. Social Media Posting and Advertising.
Passive Candidates:
5. Networking.
6. Headhunting.
7. Pipeline Planning.
STAGE THREE:
SELECTING THE RIGHT PEOPLE
SELECTING THE RIGHT PEOPLE
1. Shortlisting.
2. Screening.
3. Planning the interview experience.
4. Interview structure.
5. Tests and other checks.
6. Offer management.
STAGE FOUR:
ON-BOARDING
ON-BOARDING
1. Pre-Start Engagement.
2. Effective Inductions.
3. Targets and Expectations.
4. Planning Reviews.
STAGE FIVE:
RETENTION
RETENTION
1. On-going performance reviews.
2. Training.
3. Incentives and rewards.
4. Recognition.
5. Career progression.
STAGE SIX:
OFF-BOARDING
OFF-BOARDING
1. Exit interviews/Counter Offers.
2. Learn.
3. Implement changes/adapt.