The Lifecycle of Recruitment at UWC London

A strategic recruitment plan

Introduction

Ultimately, UWC’s recruitment (and retention) plan should include agreement and a strategy on all of the headings below, however the constant thread that runs through every element of this overview is engagement and communication.

Although we discussed this, parts of stage one are most relevant to our conversation and if you want us to work through this with you on Wednesday, just let me know.

How each part of this plan is implemented is key to achieving a successful outcome and Nigel and I are really looking forward to working with you.

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.
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