It is wise to have Workforce Plans separate from Recruitment Plans. It is wiser still to make sure that the recruitment plans and execution of it informs Workforce Plans constantly. It is also a matter of best practice that the parameters used to find people particularly the time to hire inform the structure and frequency of Workforce Planning.

·         Recruitment plans needs to time to hire the resources needed and therefore have to be developed further out.

·         Recruitment plans are structure to take account of market conditions for Talent and paint a picture of what is achievable.

·         Recruitment plans reflect more accurately what the business can deliver.

·         Recruitment plans are a potential feeder tool to Recruitment and Sourcing strategy.

·         Recruitment plans are based on skill base rather than activity base and so can better inform training needs in the business.

·         Recruitment plans can help shape workforce plans workforce plans cannot shape the market conditions.

·         Recruitment plans should be used to inform the business well in advance of the resource needed for delivery of the plan in a timely manner.

Mixing Recruitment Tools for an Integrated approach to Recruitment

Knowing your recruitment plan and knowing you recruitment capacity give you a distinct advantage within the business. It finally allows the recruitment department to have a discussion about how to manage peaks and troughs. The business needs to determine through proiritisation what should happen. The options include:-

• Increase Recruitment Capacity - Using part time, season al or full time recruiters.
• Outsource Recruitment Capacity - Outsource part of the recruitment process or all of the low priority recruitment work.
• Augment Recruitment - Use recruitment vendors to provide assitance through insourcing recruiters or managing vendors.
• Decrease the internal burden of recruitment - Change the work recruitment are doing inhouse.

It is important that the recruitment representitives stay strong at this point. A strong discussion about recruitment as a business process will be quite helpful. Data backed arguments will put you in the position that should you have to continue as is the business knows and appreciates what you are doing.

Seminar Agenda

Purpose

To examine the last downturn and recession and look at lessons for today
To examine candidate behaviour and organisational bahaviour at these times
Outcomes

Develop an understanding of the trends in recruitment in a recession
Understand prior recessionary behaviour
Look at the new recruitment environment
Examine the best way through
Examine more positive strategies we can take

Sourcing Candidates 

Recruitment Branding 

Recruitment Inhouse

Using LinkedIn 

Social Networking for Recruitment 

Recruitment Managers 

Interviewing 

Google Searching for Recruiters

Companies reach a realisation at various times that change is necessary or preferable to where they are right now. Achieving change is always better when you have committment from everyone that it must take place. Our bespoke training courses are designed around outcomes. The bulk of the work happens in the analysis of opinions among those making the change in the initial stages. The recruitment logistics are built seemlessly into the change agenda and the teams in training work through the logic of what has to happen next.

This methodology can be used for the implementation of new systems and new processes.

Bespoke Training for a Recruitment Team 
 
Knowing your Recruitment 

• Capacity Calculator
• Resource Plan
• Recruitment Funnel
• Time to Hire
   

Change Analysis 

• Analysis of opinions of key stakholders to the change event
• Trace apprehensions about change
• Needs analysis for change program delivery

Change Process 

• Design tools to illustrate the change event and the effect on recruitment
• Detail the pain barrier that the buisiness must get through
• Show the outcomes and the benefit of the change

Training Session 

• From To Analysis
• Principles of change - Behahviours needed
• Combating fears with behaviours
   

Detail walkthrough of the new world 

• Process walkthrough wilth accountabilities
• Detailed analysis of pinch points and blockages
• Role descriptions in the new world
• Communication plan for the change
   

Candidate and Market 

• How will the change affect the candidate
• Candidate walkthrough
• Committments
   

Job Description
Biographic Psycho graphic
Possible Selling Points
 
Develop profiles of the segment 

Developing into the role
Currently Experienced enough for the role
Moving from an non standard role.
Companies or industries where they exist
 
Develop Measures of the segment

No. of years experience is difficult as a measure
Tangible measures or experiences required
 
Select the Target segment

Profile the key segments
Examine their media habit’s
Examine possible messages
Determine auxiliary direct methodologies
 
Develop a positioning for the segment 

Determine the tone of the specifications
Messages to go foward
Personal Selling Message
 
Develop a marketing mix for the segment

Test Market
Initiate Promotional Campaign
Promotional mix
Timing issues
Back up logistics

 The path to change is not always an easy one and sometimes the logic of what we do needs to be disassociated for us to see the best path. This course compares your current recruitment model with the best practice direct hiring models and allows you understand the possible from/to journey. The benefit is that you see benefits in some of the elements you can put in place

Pirates and Direct Hirirng
 
Stocking up for the Voyage

• Resources necessary for Recruitment success
• Belief Systems of Recruiters and Line Managers
• From low value Administrators to Career Recruiters with Knowledge Pools
   
  

Negotiating Channels

• Choosing between Channels
• Ignoring Channels particularly new ones - Web 2.0
• The Real Cost of Channels Committing Reward Structures to the Internal Recruitment team
   

Talent in Known Waters

• Competition for Skills and the methods employed
• Understanding the Recruitment Customer
   

Talent in Unknown Waters

• The sources uncovered by Direct Channels
• The Opportunity given by looking outside norms 

 
 
Opportunity forgone in Treaty Waters

• Attacking Competitors head on = the Benefits
• Positioning Maps of Recruitment Competitors

Time Sinks

• What are the Sources of Time Delay and Misdirection
• Where do I get Barrings that help
   

Administration Island

• Choosing between Talent and Administration
• Solutions for Administrative workload
   

Treasure Store

• How to build Talent Pools Maintain Contact with the Pools 

This recruitment course can be delivered on site or remotely and it is based very much around you discovering how to set up your department your relationship with managers your approach to planning and your battles to promote recruitment. The contents help us discover the strong role of recruitment. It helps build confidence in the service offered by recruitment. Finally it gives the recruitment manager the tools to challenge the business and the ability to build solutions.

New Recruitment Manager Training  modules
 
Recruitment Challenge

• Comparing the recruitment challenge to that of other departments
• Looking at feedback from line managers on recruitment
• Generating a presence throughout the year
   

Setup of Recruitment

• Principles of recruitment
• Measuring and prioritising recruitment
• Service Level expectations
• Warnings about service gaps
   

Recruitment Plans

• Planning Tools
• Informing Line Managers on Planing tools
• Agreeing Services and Costs
   

Promoting Success

• Team effectiveness
• Team interaction with the Line Manager 
   
  

Builidng Solutions

• Designing a solutions based recruitment service
• Builidng a service on top of delivery

 
AIRS is one of the worlds leading suppliers of Recruitment Solutions and Training supplying 70% of all Fortune 500 companies. SourcePoint™ their recruitment solutions product unifies key tools and automates important sourcing tasks into the single, most efficient way to pinpoint the best talent. AIRS are also one of the worlds formost recruitment training providers through their products SearchLab 2008, XtremeLab 2008, Expert Learning Series and Certification in Internet recruitment. We are the industry’s most respected recruitment trainer. That’s something we’re incredibly proud of. We’ve earned it by training over 55,000 recruiters around the world in the sourcing strategies that generate the best candidates fast. Now, we’re excited to expand our presence further in the Europe and bring this experience to Irish recruiters with increased local classes and online training events.

AIRS and Recruitment Forum

Recruitment Forum are partnering with AIRS to offer the service suite on the Irish market. The International business capability will be enhanced by the availability of local expertiese through Recruitment Forum. AIRS CourseWare - www.airscorp.com

• SearchLab
• XtremeLab
• Finding Passive Candidates
• Googling extras for Recruiters
• Social Networks
• Certified Internet Recruiter
• Recruiter Assessor
• Corporate Training
   

Recruitment Forum would be happy to give you more details on how AIRS products and services can enhance your recruitment effort.

The contents of the course will help us discover the real position of recruitment in the organisation and allows the group to plot various future directions for recruitment and set goals and objectives that can be mixed into the career path of those in recruitment when they return.

Core Audit Training 
 
Knowing your Recruitment

• Capacity Calculator
• Resource Plan
• Recruitment Funnel
• Time to Hire

 
Attraction Strategy

• Appropriateness of the attraction to the Target Group
• Position in relation to the competition
   

Recruitment Process

• Efficiency in the process design
• Process driven or applicant driven process

 
Team

• Team effectivness
• Team interaction with the Line Manager

 
Change Plans for Recruitment
 
 
Setting Objectives from the Recruitment Plan

Learning and development is necessary in all elements of business and in general it enhances the competitive advantage of the company. Rrecruitment teams are always busy and do not get development that often. When they do it is often development outside the core areas.

A recruitment team need to be able to interview and use systems but they need the basics of interacting with the Line manager community and the channels outside the business. Our courses can be customised can focus on sourcing and can help with planning and measuring all areas of recruitment. Experience has shown that recruitment teams can be talented and ineffective at the same time when the affect of overt administration knocks them out of sync with both the line and the channels.

Recruitment Audit Training
Recruitment Skills -AIRS
New Recruitment Manager 
Direct Hiring
Recruitment Advertising and Promotion Strategy
Bespoke Training for a Recruitment Team
 

Recruitment Forum has some alternative training courses in development and we would be happy to discuss customising these courses.