Planning for the Recruitment Process

Recruitment refers to the process of attracting, screening, selecting, and on boarding a qualified person for a job. At the strategic level, it may involve the development of an employer brand that includes an 'employee offering'.The stages of the recruitment process include: job analysis and developing a person specification; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates' motivations and their fit with organizational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalizing of job offers and the induction and on boarding of new employees. 

- Cost
This is perhaps the most important issue.  A workforce plan needs to be supported by sufficient financial resources for it to be effective.  However, the HRM department can’t be given a “blank cheque”.  Every decision made as a result of the plan has a cost implication.  The cost needs to be justified and should be consistent with the corporate objectives.

- Employer / employee relations
Businesses perform best when there are strong working relationships between employers, employees and the business owners (e.g. Shareholders).  Decisions made as a result of a workforce plan inevitably both sides of the relationship – for example: A decision to make redundancies and reduce staff costs might be viewed positively by the shareholders, but negatively by the employees and trade unions A plan to offer more flexible working options would be welcomed by employees, but might place additional pressure on the workloads of line managers.The solution to these potential conflicts and issues is usually found through communication and consultation. Ultimately, decisions need to be taken in the best interests of the business – but it is important to at least attempt to gain the support of other stakeholders.

- Training
Business textbooks wax lyrical on the importance and benefits of training to a business. However, whilst training undoubtedly does have an important role to play in workforce planning and HRM, it is easy to underestimate the difficulty of getting the right amount and type of training done.  The issue for most businesses (particularly small ones) is that training is:Expensive (particularly off-the-job training)Disruptive, and Difficult to measure the benefits.A good workforce plan will recognize these issues and focus on the essential training that is required to support key decisions from the plan.

- Business image
A business that has an effective workforce plan that has the support of employees is likely to enjoy a better brand or corporate image than one which is perceived to be poorly managed and uncaring towards its employees.Customers recognize businesses that place HRM as a strategic priority – they see it in the higher quality of customer service and quality that they experience at each interaction with the business.