Unplanned recruitment drives lead to the hiring of inefficient talent. This is often a result of the management either putting in little or no effort in recruitment planning. The essence of any organisation and business success relies on its workforce composition and recruitment planning. As recruitment is the gateway for new talent to enter an organisation, it is essential that every HR Manager sticks to a strategy that qualifies their sources and manages the budget.
Why recruitment planning?
In this competitive industry, resources both tangible and intangible play a significant role in bringing business to a company. Therefore, planning as an activity is highly priced upon. Through planning, the management gets a sense of direction, are in a position to allocate the right amount of resources and it also helps companies generate timely revenues.
Every department in an organisation strategies their own plans. Similarly, the HR department focuses on recruitment planning, which helps them to manage activities such as screening, budget allocation, vendor management etc.
Here is why recruitment planning is highly important:
Recruitment planning is not about handling budgets alone but also entails a list of secondary and primary activities such as vacancy management. This activity involves keeping a close check on planned and unplanned vacancies. Planned vacancies are those that are pre-planned while unplanned vacancies are those which occur during special projects or untimely absence of staff members.
Through recruitment planning, unplanned vacancies are handled with much efficiency. The strategies drawn are sure to help HR managers to allocate the right budget and map the right talent in time of emergencies.
Recruitment without customised software is impossible to think of. Apart from hiring platforms, internal custom made recruitment software is a must for recruiters so they are able to track candidate and employee information.
Recruitment planning helps HR managers state their requirements to software developers who in return customise the software as per the needs and wants of the HR department.
If planning is done on a regular intervals, HR managers can generate strategies to build their own candidates pool. This can help them to rely on their resources during times of emergency and also track redundant resumes.