8 recruitment planning mistakes to avoid

Recruitment costs too high? Attracting the wrong candidates? Want to be more proactive and less reactive? A recruitment plan is the answer. This article explains how to avoid 8 common recruitment strategy mistakes.

So, what is a recruitment plan exactly?

Reactive organizations start looking for new hires after someone has already left the company or when experiencing sudden growth. Proactive organizations use recruitment plans or strategies to find the right people ahead of time. Doing so allows you to target the right candidates under minimal time pressure. Once you’ve done this, you’ll be able to optimize your staffing levels, today and tomorrow!

Common recruitment planning mistakes

1. Not having an overview of current skills

You need to know where you stand right now before you can get to where you want to go. Which is why benchmarking is a great way to start any planning process. In recruitment, this means getting a really clear picture of all your staff’s skills.

And skills matrices are the perfect tool for doing just this. They help you visualize which skills are plentiful, scarce, or missing altogether. This in turn reveals exactly who you need to recruit and which skills they’ll need.

Tip: The image below shows an example of a skills matrix that also incorporates proficiency levels. We created this example ourselves.

Download an Excel, Word, or PDF template to create your first skills matrix for free!

2. Not taking account of your staff’s ages

It’s also important to keep a close eye on your staff’s ages. In other words, which staff members are coming up for retirement? It’s easy to predict their leaving date and plan accordingly – is there already someone else in-house with the required skills and competences to replace them? If so, you can start transferring knowledge in a timely fashion.

3. Not taking account of future operational planning

About to launch a new product or service? Or opening new offices or facilities, or acquiring another company? All of these eventualities can have a major impact on staffing requirements. That’s why it’s important to include these in your planning and to start recruiting well in advance.

4. Not looking at options to upskill or reskill

Are you automating or digitizing more and more manual labor? Modernization often means you need fewer staff members to do the same amount of work. But new methods of working also mean you may need other skills. Plan to what extent you can invest in upskilling and reskilling within your existing workforce or whether it’s more sensible to hire new staff with these new skills. – Read more

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