Lifecycle of Recruitment

A strategic recruitment plan for Homes For Lambeth

Introduction

Ultimately, HFL’s recruitment and retention plan should include a detailed strategy on all of the headings below, however the constant thread that runs through every element 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.

If you want our input on any part of the below process, let me know and I look forward to catching up soon.

STAGE ONE:
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

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

1. Shortlisting.
2. Screening.
3. Planning the interview experience.
4. Interview structure.
5. Tests and other checks.
6. Offer management.

STAGE FOUR:
ON-BOARDING

1. Pre-Start Engagement.
2. Effective Inductions.
3. Targets and Expectations.
4. Planning Reviews.

STAGE FIVE:
RETENTION

1. On-going performance reviews.
2. Training.
3. Incentives and rewards.
4. Recognition.
5. Career progression.

STAGE SIX:
OFF-BOARDING

1. Exit interviews/Counter Offers.
2. Learn.
3. Implement changes/adapt.

Contact the Experts in Staff Attraction and Retention