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Creating a Hiring Plan

[Summary]Establish a Comprehensive Hiring Plan that Aligns with Company Goals How to Establish a Comprehensive Hiring Plan That Aligns With Your Company's Goals Originally Published in Smart Business: Houston - September 28, 2012 A hiring plan provides your c

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Establish a Comprehensive Hiring Plan that Aligns with Company Goals

How to Establish a Comprehensive Hiring Plan That Aligns With Your Company's Goals

Originally Published in Smart Business: Houston - September 28, 2012

A hiring plan provides your company with a path forward to reach its goals through its staff. It’s designed to answer questions such as, ‘How do we realize our vision and whom do we need to help us get there?’ Without such a plan, a company may make hires that don’t fit into the overall goals of the company.

The Insider's Guide to Creating A Hiring Plan

As a candidate or as a legal leader you may find it insightful to take a moment to think about the recruiting process from early inception.

How then might this influence your recruitment plan or how might these insights benefit your career navigation strategy? There’s a lot to consider throughout the process and having knowledge of the process allows you to consider more options throughout the recruiting process from both the legal leader’s and the candidate’s perspective.

Human Resources: Recruitment & Selection Hiring Process

Refer to Appendix A Flow Chart

In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it is recommended the following steps be followed (also refer to Staff Recruitment and Selection Hiring Checklist). Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool:

Developing Staffing Plans | Washington State Human Resources

Staffing plans help employers analyze and respond to staffing gaps.

Many factors drive the loss of staff, including changing labor markets, wage inflation due to competition for key skills, lack of employee engagement, and retirement. The model below outlines how employers can evaluate and respond to such losses.

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