Lifecycle of Recruitment

A strategic recruitment plan for HFL

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 are looking forward to partnering with you to ensure success.

We will support you on the planning and implementation process throughout and feel free for discuss any element of this plan.

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. Remuneration 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.

8. Manage the 'journey' for applicants via both routes.

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.

THE PERFECT PARTNERSHIP

BUILDING SUCCESSFUL FOUNDATIONS

This partnership proposal has three specific aims
1) Ensuring all stakeholders receive the best service levels possible
2) Providing greater insight, efficiencies and cost savings to HFL
3) Creating a caring partnership that will stand the test of time

Working in partnership we will:

* Help Barbara sleep at night!

* Create an improved journey for all job seekers who encounter HFL, not just those who are selected for interview or ultimately successful.

* Improve HFL’s ability to source and attract top talent both through us and directly.

* Aid staff retention via a number of methods and help monitor this.

* Create increased engagement with new starters.

* Increase HFL’s ability to reduce spend on external recruitment suppliers.

* Offer support in all areas of Head Office recruitment.

* Set objectives in all areas to monitor success.

Contact The Experts In Staff Attraction And Retention