Recruitment Strategy Planning Template

1
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:
Online Recruitment of "In the local context of Maceió,  Effectively use leading job sites such as Before:
Recruiting approximately Alagoas, Brazil, a significant portion of LinkedIn.com and other platforms to
96 Customer candidates hired from high school advertise job openings on a large scale. Week 1: Identify the
Service graduated or university students  Provide detailed and compelling job leading job sites and
Agents in a gradutes first job positions in human descriptions to attract qualified candidates. platforms, to create
northeastern services agencies are individuals  Post job vacancies on local specialized accounts and set up the
state of Brazil seeking their first 'career job.' Online websites like Trabalhabrasil.com.br, profiles for job postings.
with possible job posting methods have proven to be infojobs.com, jobrapido.com and others also Action 2: Develop a
challenges of more efficient and cost-effective when advertise jobs at local web radio, local standardized template
not reaching compared to traditional advertising web journal, to specifically target for job descriptions.
the majority of methods, in addition to networking candidates in the customer service field. Action 3: Prepare job
applicants in a strategies within HR groups."  Forge strategic partnerships with local listings for local
short time. Influencers or professional associations websites, web radio,
to reach specific candidate online web journal for ad
WhatsApp for Job and HR groups. placements. Reach out
 Conduct targeted marketing campaigns to to local influencers,
promote job opportunities, including paid WhatsApp groups.
advertisements on social media and Action 4: Create
targeted emails. marketing materials for
 Utilize Applicant Tracking Systems (ATS) campaigns.
Action 5: Open
like Workable to efficiently manage a large
positions ATS system
volume of applications.
(e.g., Workable.

During:

Action 1: Begin posting

job openings on the
identified platforms,
ensuring they are
optimized for visibility.
Action 1: Monitoring
aWeek 7-12:.
Week 7-12: Collaborate
with influencers and
associations to promote
job listings and engage
with online communities
via WhatsApp.
Week 7-12: Launch
targeted marketing
campaigns on social

2
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:
media and send out
email promotions.
Ongoing: Regularly use
the ATS to track and
manage incoming
applications.
After:

Week 13+: Review the

performance of job
postings and make
necessary adjustments
to maximize results.
Week 13+: Evaluate the
effectiveness of
partnerships with
influencers and
professional
associations, and
consider renewing or
expanding
collaborations.
Week 13+: Analyze the
outcomes of marketing
campaigns and adjust
strategies as needed
for future recruitment
efforts.
Week 13+: Use the
ATS data to select and
contact potential
candidates for
interviews.
Week 13+: Keep the
communication lines
open with candidates,
providing updates on
their application status.
This timeline will help
ensure a structured
appr

3
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:

 Send team of HR representative with an

experienced social worker or frontline
supervisor to fairs – provides an opportunity
Both professional and paraprofessional for job seekers to ask both job specific and
applicants can be effectively recruited hiring process/benefits questions.
On-site Need to
at job fairs sponsored by state  Send an “ambassador” from the agency to
Recruiting improve
workforce development agencies.
and Job overall classrooms of social work majors to “guest
College recruiting can be a very
Fairs applicant pool lecture” or provide an agency overview.
effective method for attracting
applicants for professional jobs.  Schedule experienced employees or
supervisors to speak on a “hot topic” in the
human services field at a brown bag
luncheon at a local college or university.

 Collaborate with university deans and

professors to help generate student interest
in the field.
Not enough Developing a variety of recruitment
University applicants with strategies with area universities,
 Develop stipend program partially covering
Partner- specialized community colleges and Schools of college tuition and other expenses of
ships social work Social Work to encourage students to college students who agree to work for the
degrees pursue careers in the human services. human service agency for specified periods
of time. (See an example by the Kentucky
Cabinet for Families and Children and ten
university social work programs

You may need a more diverse Target community job fairs to increase diversity
workforce that better reflects the client among new recruits. See an example by the El
Targeted Lack of population you serve. For example, you Paso County, Colorado, Department of Human
Recruit- diversity in may need to recruit employees with Services who created a Diversity Coalition to
ment targeted job/s specific language skills, or with recruit and retain minority staff. (see
specialized degrees (e.g., MSWs or www.cpshr.us/workforceplanning/documents/06.
Criminal Justice). 04_six_doable_steps.pdf )

4
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:

Interns sometimes are paid a stipend,

but in most instances interns are
fulfilling an academic requirement of the
Need to See the El Paso County, Colorado, Department
college or university. Although
improve of Human Services for an example (see
Internships supervisors and/or casework staff must
overall www.cpshr.us/workforceplanning/documents/06.
spend time supervising and training
applicant pool 04_six_doable_steps.pdf)
interns, the potential payoff is having a
“known” applicant who is familiar with
agency operations.

 Even if employees are not actively referring

If current employees are happy in their vacancies to friends and acquaintances,
Need to jobs, they become one of the best their positive “word of mouth” about the
Word of improve sources of recruitment. Some human agency is a powerful recruitment source.
Mouth overall service agencies are so well regarded  Great frontline supervisors in organizations
applicant pool as a “great place to work” that they turn that engage and value employees are
away quality applicants. critical to being considered a “great place to
work.”

 Issue periodic reminders to staff that

vacancies exist and their referrals are
Need to appreciated.
Employees The next step beyond “word of mouth”
improve  Offer “recruitment bonuses” to staff that
as recruiting is encouraging employees to
overall
Recruiters recruit others. refer applicants who are eventually hired.
applicant pool
 Tie the bonus to the successful completion
of the probationary period.

5
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:

Many human service agencies carry a

Hire employees in anticipation of vacancies that
large number of vacancies relative to
are projected to occur. (See examples by the
the number of filled positions. There are
Delaware Department of Children, Youth and
many reasons – bureaucratic approval
Families and the Michigan Department of
processes, heavy workloads preventing
Too many Human Services – they have significantly
Keeping hiring managers from having the time to
unfilled reduced their vacancy rates by recruiting and
Jobs Filled go through the selection process, and
vacancies hiring new recruits so there is a ready pool of
failure to anticipate vacancies. It is
trained workers to step into vacancies as they
critically important to keep positions
arise. (see
filled. Vacant positions increase the
www.cpshr.us/workforceplanning/documents/06.
workload of all employees and add to
02_tomorrows_vacancies.pdf )
the stress of already stressful jobs.

 Have a pool of pre-screened, interviewed

Some human services organizations applicants always available to be called for
delay hiring until staff vacancies reach a second interview with the hiring
Maintain a Too many crisis proportions. They then initiate a supervisor. When using this approach, it’s
pre- applicants get recruitment process that is designed to important to minimize the amount of time
screened hired with only bring new employees on board as soon between the initial interview and the second
applicant the minimum as possible. The unfortunate result is interview to prevent top-quality applicants
pool credentials hiring employees who meet the from being hired elsewhere.
minimum requirements, but nothing  Human Resources will need to do
more. continuous recruiting and screening, even
when there are no current vacancies.

Realistic Job Previews are designed to

prevent applicants from taking jobs that
Unwanted
they have little knowledge of, or are not
turnover
suited to perform. A RJP is a recruiting
among new
Realistic tool designed to reduce “early” turnover
workers who Develop a Realistic Job Preview (RJP) – (see
Job by communicating both the desirable
did not The RJP Tool Kit: A How-To Guide for
Previews and the undesirable aspects of a job
understand Developing a Realistic Job Preview)
(RJP) before applicants accept a job offer.
their job when
RJPs can be in the form of videos, oral
they were
presentations, job-shadowing
hired
opportunities, and pamphlets or
brochures.

6
 Strategy is
Designed to Individual/s
Strategy Description Possible Tactics Team Action Items Deadline/s
Close this Responsible
Gap:

Many public-sector human service

agencies are regulated by merit
systems that make it difficult to attract
Hiring process
Improve and maintain the interest of top-quality  Seek central HR agency approval for hiring
takes too long
Hiring applicants. Top applicants in today’s flexibilities
- high quality
Flexibilities economy are searching the Internet for  Move to online recruiting
applicants are
in Highly jobs that are available now. They aren’t
looking  See Michigan as example of a merit system
Centralized interested in taking a civil service exam
elsewhere for that has transformed their recruitment away
Systems and sitting on eligibility lists for months.
jobs from written testing to online recruiting.
In some systems, rigid requirements
and lengthy inflexible scoring processes
wash out well-qualified applicants.

Additional
Strategy:

Additional
Strategy: