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Recruitment Planning

There will be occasions when you need to hire immediately, and other times, you’ll be recruiting for the future. Either way, your company needs a recruitment plan to ensure that you’re hiring the right people both in the long and short term and that the needs of your business are being met whatever the situation.

Develop A Recruitment Plan

Putting a recruitment plan in place can be daunting. It’s one of the things that we specialise in here at Headway, leaving you to focus on the day-to-day running of your company.
We’d like to share our top tips for putting your recruitment plan in place.

Mind the gap

Undertake a skills gap analysis. Once you know what skills you’re missing within your organisation you’ll be able to identify the ones that you need moving forward. This will make it much easier to target those candidates who have the right traits and skills for the role on offer.
Look at your current team and any problems you’ve identified during their performance reviews. This will give you a full appraisal of what you’ve got and what you still need. In addition, think about where your company is headed. What skills will you need in your people to help your business achieve its goals?
Once you’ve completed this exercise, it’s a good idea to compare the two results and answers. You’ll find that you’re clear on what skills already exist within your company, and the traits you require from your new recruits and when.

Set goals

Ask yourself what you’d like your company to achieve going forward. Once you’ve established what your goals are, you can then select the candidates you need in order to achieve success. At the end of the day, that’s exactly what effective recruitment is all about.

Have a recruitment calendar

Where possible, recruitment should be planned in advance. Have a think about what your company needs for the future. You’ll also find it beneficial to talk to your current managers and team leaders about what they think they’ll need as the business progresses. The aim is to calculate what the future workload will be, and how many people you’ll need to ensure that the job gets done.
If you develop a recruitment calendar which accurately predicts what you need in terms of future skills and work allocation, you’ll be able to add in recruitment timelines in anticipation. This should reduce the possibility of panic recruiting. Such a calendar can then be updated on a yearly basis, and you’ll know when to start each recruitment drive and tailor it effectively.


Setting a recruitment budget is absolutely vital. Know how much you’ve got to spend, what your wiggle room is and the points at which the money will be available. Your budget should include all costs involved in the recruitment process; from job advertisements and interviews, to salaries and bonuses.

Create job description templates

These might change over time, but having a template will help your recruitment planning immensely. Not only will it give you the chance to review the roles of each of your employees, it will enable you to advertise for new recruits quickly in the event of a member of your staff leaving the company. Talk to your existing employees about what they do and a day-to-day basis and incorporate this into the job descriptions.
By creating such templates, you’ll ensure that everything is up to date, and that your current and future employees are clear on their roles and responsibilities.

Have a means of attracting candidates

Attracting the very best candidates for a vacancy is arguably the toughest part of recruitment. It’s critical that you get it right to avoid wasting both time and money. You need to give a lot of thought to exactly how you’re going to attract the best people to your team.
This element of the planning covers everything from job specs and advertisements, the tone and wording of the advert and descriptions and where you’ll advertise the vacancies on offer, and/or the recruiters you intent to use. A reputable and expert recruitment company will be invaluable here – ensuring that the vacancy is advertised in the right way, in the right places, and to the right candidates.

What is your recruitment process?

As an employer recruiting for your business, you should outline what your process is. How do you shortlist? How many interviews do you require? Who will interview? And how long will it all take? Of course the specifics can very, but given the importance of recruitment for your business, you’ll need to keep a handle on the finer details of the process.

Why is it Important?

If you want your business to be a success, then strategic recruitment planning is non-negotiable. Getting recruitment wrong is extremely costly in terms of both time and money. If you have a plan in place, you’re far more likely to avoid any pitfalls from the very beginning.

If you have a plan in place, you’ll be far more likely to get your recruitment requirements satisfied from the very start of the process. As a result, you’ll be able to spend your valuable time concentrating on running your business and reaching your business goals.
Successful recruitment is a job in itself. It’s why we always recommend enlisting the services of a recruitment agency and one that you can trust. Whether you’re looking to recruit for one role, or many more, Headway Recruitment is here to make sure you find the perfect fit for your company. Our in-house INSIGHT model allows us to select the the best candidates in as little as 72 hours, taking the hassle out of recruitment for you.

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