New year is the right moment to make a hiring plan, set KPIs, and revise the hiring process. How to start looking for an employee and speed up the process? What steps must a recruitment team go through to achieve the best results?

What Is a Recruitment Strategy Plan?

What is a recruitment plan? This is a guideline summarizing all hiring rules and procedures within your organization.

To ensure a company has an effective and efficient recruitment process to source suitable candidates, you should first develop an effective recruitment strategy.

The recruiting strategy is your plan to fill vacancies with qualified employees. It answers four basic questions:

  1. Which positions do we want or need to fill?
  2. How do we want to achieve this?
  3. Who is involved in the recruiting process?
  4. When should the positions be filled?

This strategy can help your organization meet key recruiting goals and the needs of everyone involved. Once the strategy is defined, break it down into actionable tactics.

Advantages of a Recruitment Plan

A clear and organized recruiting plan allows managers and other employees involved in recruitment to have visibility on the recruitment process and its progress.

The main benefits of the detailed recruitment plan are:

  • Defined strategy for hiring;
  • Understanding of hiring goals and mechanisms by all the parties involved;
  • Clear recruitment budget planning;
  • Easier onboarding for new recruiters and hiring managers;
  • Preventing lapses in recruitment.

Recruitment Strategic Planning

How to create a recruitment plan? First of all, define the most relevant steps necessary to generalize the process within your organization. Follow the steps indicated below to develop your own workflow.

1. Evaluate the existing strategies

Before developing a recruiting strategy, you should review current strategies for effectiveness. It is necessary to obtain feedback and ideas from HR managers.

Recruitment planning is also an excellent time to review your company's recruiting budget, including departmental budgets and the platforms you can use to find your ideal candidates, such as LinkedIn, Glassdoor, etc.

By regularly re-evaluating and reviewing your internal recruitment process, you can ensure that your processes are continuously optimized. It's also important to look at the process in terms of the candidate’s journey and candidate experience - the experience from the applicant's perspective.

Collect feedback from applicants and recruiters to continuously improve the recruiting plan and boost the process.

2. Initiate collaboration

It is important to seek and consider stakeholder feedback when developing the recruitment strategy plan.

Stakeholders in a recruiting strategy include hiring managers, executives, employees, candidates, and HR teams. Also, make sure that you take into account the needs of the applicants in the strategy to ensure a good candidate experience.

Think about the useful tools that can boost collaboration between hiring stakeholders.


3. Define the hiring budget

Another essential step in recruitment planning is clearly defining the budget for recruitment processes. This budget must, of course, include the remuneration envisaged for the position, but also the cost of the recruitment itself.

Try to be as comprehensive as possible in defining your budget. For example, include every possible expense to your recruitment planning process: cost of using certain job boards, time spent recruiting, possible external resources used, sponsored ads on social media, etc.

4. Review internal channels, policies, and practices

Your company's current recruiting channels, policies, and practices can give you an advantage in the competition for top talent. This may be reflected in employee benefits, vacation policies, corporate social responsibility, flexible work options, or career development.

Another important aspect to consider when developing your recruitment strategy plan is how you interview or question applicants. For example, is there a telephone interview right in the first step? Are interview teams used, and if so, are they used for all jobs or only for jobs of a certain level?

In addition, you should consider when and how to conduct background checks, what types of checks you want to conduct, and whether you want to use a third party. Hiring planning is also an opportunity to identify policies that may be outdated and prompt applicants to choose another job opportunity.

Also, consider the automated tools that can fill the bottlenecks of your hiring channels and processes. Modern recruiting requires a well-designed recruiting strategic plan that includes important factors influencing recruiting success. To maintain a strong market position, rethink an existing recruitment approach and adapt it to new circumstances.

Take a look at our material about recruitment policy building!

5. Consider outsourcing certain processes

There are many ways to outsource your recruiting needs. For example, if you have a one-time need for many people with the same skills, hiring a partner who specializes in talent with those skills may be more cost-effective.

You can also build long-term partnerships or do in-house recruitment by recruiting your own people. Define a suitable model for your organization and take it into account when building your recruitment plan for hiring.

We recommend organizing feedback sessions regarding the hiring process and conducting further deep analytics. This will help to build future recruitment strategies more successfully.

6. Use innovative technologies

When hiring volumes are low, manual processes can still work, but software solutions are necessary when recruitment volumes increase.

Include some expenses on technology when developing a recruiting strategic plan. There are many choices when it comes to recruiting applications. For example, anonymous marketplaces that poach passive candidates can be used to recruit unlimited candidates without high commissions for recruiters and headhunters.

Video interviewing software has become another important part of the hiring process, mostly because of the COVID-19 pandemic. It eliminates the need for in-person interviews, facilitates team interviews, and allows you to interview qualified applicants wherever they are.

Recruitment platforms like Axterior offer automated job pipelines to customize the hiring steps to the peculiarities of your company. Also, Axterior provides comprehensive analytics to assess your hiring efforts in a data-driven manner. Such a practice will save time for your recruitment team and bring long-term benefits to your recruitment efforts.

7. Optimize your approach to candidates

There are various ways to target both active and passive applicants. Devising a communications strategy to identify the ideal forums for each job is just as important as creating an engaging social media campaign that will help attract candidates and verify the success of your strategy against relevant metrics.

For example, get inspired by recruiting video of CSIS Intelligence Officer:

Posting open positions on your company's careers website is the first step, as you want applicants to get a feel for your company's culture and mission.

Active sourcing, mobile recruiting, searching for former candidates, and building a strong employer brand are now effective methods that companies can use to attract highly qualified specialists and young talents. In addition, many employers use in-house recruitment and employee referral programs to keep up with the fierce competition within the industry.

8. Define the core of your employer brand

The employer's brand has a powerful impact on the number and quality of qualified applicants a company receives.

So if you have a strong brand, you should focus on that. If your company's brand isn't well-defined or well-known, refining it so you can make the most of it in the hiring process should be a part of your overall marketing strategy.

Find more useful tips in our blog post about employer branding rules!

It's also important to consider how employees and external individuals perceive your company using platforms like Glassdoor. Ideally, the perception of your business will align with your plan. If this is not the case, you should devise strategies to close the gap.


When you have a position to fill, you want to find the best person whose skills and knowledge will help your business grow. A detailed recruitment policy is a necessary element for this success. Also, such a strategy plan will help you simplify the whale process and find new opportunities. Use the tips mentioned above to strengthen your hiring efforts and Axterior recruitment platform - to streamline your efforts! Try for free now.