While I would love to tell you that you have all the time left in 2017, that is sadly not the case. The new year is coming up fast, and you need to be ready. Before the start of 2018, it is customary for all businesses to come up with a budget; this takes into account employee expenses, which include salary, office supplies, training and benefits, to name a few. In order to make a semi-accurate estimate of your expenses, you will need to take a good look at your current employees and additional staffing that may need to be filled in 2018. This will involve coming up with a recruitment plan.
How to Come Up with A Recruitment Plan
The best way to determine your hiring needs to is to take stock of where your practice is today and where you would like it to be in the future. Are you planning for your practice to grow? (hint: most are). If so, you will need to incorporate this into your recruitment plan. Below are some trends that should be taken into consideration when coming up with your 2018 recruitment plan.
Baby Boomers. Every day, more and more baby boomers retire from the workplace. While some offices have a mandatory retirement protocol in place, most leave it up to the individual. This is why it is important to keep the lines of communication open. You want the baby boomers in your office to give you as much notice as possible when they plan to leave. For most, they know their target retirement date for years.
Social Media. Job seekers are now mobile. This means your prospective employees will be looking at more than just your website; they will be looking at your various social media accounts. Don’t have a large social media presence? Maybe now is the time to look into hiring someone to manage it for you.
Headhunt. The top talents are usually not actively seeking new employment. Since these individuals are always looking to be a leader in their field, they are open to being headhunted if that means they can advance their career. If you want to push your practice further, consider headhunting someone instead of going through traditional recruitment channels.
Find your story. The employees you want are often fielding multiple offers. Having a compelling brand story can help fine tune your message and ensure it aligns with your core values. People want to work for a company they feel a connection to; this can be fostered with an interesting and compelling story.
A realistic recruitment plan is key to managing your practice. While you may want more staff members, do you have this in the budget? And if you have the resources, will additional staff members actually add any value to your brand? These are the hard questions you need to answer when going into the new year.