A recruiter’s tips for HR Planning in 2023
The new year is here – and so is the opportunity for businesses across the globe to expand their recruitment strategy. Whether you’re looking to boost team morale, drive employee engagement, or expand your current team – there’s no time like the present.
As a recruiter with over 20 years of experience, we understand the steps employers can take to proactively approach HR – and we’re happy to share. We recommend implementing these at the start of the year to get the most out of your HR plan.
What is your recruitment plan?
There’s nothing more proactive than a solid HR plan! Given that when January (along with July) is traditionally the time when most resignations are received, it’s smart to be prepared. Here are our key points to utilise for your planning.
1.Budget, budget, budget.
Having a budget for hiring is a smart manoeuvre for ensuring your business is prepared. We recommend asking the following strategic questions to begin your recruitment plan.
- How many people do you suspect may resign within the next month?
- Have you set aside a budget for agency fees in case an urgent replacement for a role is required?
- Do you have the resources and time to advertise your next job position, screen, interview, and hire? Rather than this being a consideration of money, this is a consideration of time.
2.Schedule time for hiring
It’s wise to set aside time in your diary for recruitment. Try and predict the business’s hiring needs for the upcoming month – and consider what sourcing strategy would reap the most benefits.
Have a strong sourcing plan
Being prepared for employees exiting your company can be tricky. However, ensuring you have a solid sourcing plan can ease this transition. Take the time to build your ideal candidate profile – and consider ways in which you may obtain this candidate.
Consulting with a great recruiter to ensure the lookout for candidates who match your ideal profile is an excellent way to be prepared. Additionally, by looking toward your business’s future growth plans, you can predict your company’s hiring needs. Here, your recruiter will start the search for new people before the urgent hiring need arises. This will give you a head start on the shift in the workforce, as well as on your competitors.
Did someone say bonuses and recognitions?
If you haven’t looked over your recognition program in a while, perhaps it’s time. Ensuring your staff feel recognised and important is a great way to increase staff retention.
Perhaps it is even time to give your recognition program a refresh? As your business evolves and your employees enter and exit – the relevancy of your recognition plan becomes increasingly important. What may have motivated and encouraged your team a few years ago may not necessarily achieve the same results now.
If you do not have time to do this through January, ensure you schedule time for this in your to-do list for the year. After all, your employees are your company’s strongest asset, which is something your business should aim towards maintaining and nurturing.
Time for the team.
Are you holding training and team days? As the workplace we once knew has transformed through the last few turbulent years, so has the employees’ eagerness to bond and grow.
Finding opportunities to connect and upskill your team may result in improved performance and efficiency of your team – however, this does come at a cost. When considering your next team building day, we suggest asking the following.
- Do you have a clear purpose for the training?
- What does the structure look like?
- How often will you run these?
- What result are you hoping to achieve from this?
Are your work tools up to scratch?
There’s nothing worse than showing up to your first day at work, only to discover your desktop mouse is out of action and your software is requiring an update.
With January being the start of a new year, it’s the perfect time to assess and upgrade your work tools. Look towards any tools such as laptops, phones, and software – are there any items that are screaming for a replacement?
Get up to date with new legal obligations.
Over the past few months, there have been a lot of huge changes to employment legislation – and they’re not small changes either! For starters, ‘Secure Jobs, Better Pay’ was introduced in December along with ‘Respect at Work’ amendments.
Changes to contracts of employment paid family and domestic violence leave, sexual harassment, and enterprise agreements are just the beginning of the new legislation. Consequently, we recommend businesses conduct a risk assessment to ensure they are meeting their obligations. This ensures the risk of staff being injured or harmed within the workplace is minimised while protecting your business as best you can.
Is your recruitment strategy in desperate need of a recruiter? With access to exclusive pools of talent, we’re here to find the right candidate for the role. Get in touch today to find out more.