Job Openings Plan

No organization has the capacity to hire all new employees at once. The organization needs a strong recruitment capacity plan; it needs its job openings plan.

The job openings plan is not a tool just for HR. Managers should use the plan as the tool to find the best way to fill the job vacancies in their team. Each manager thinks about the external hiring process immediately.  The recruitment specialists have to prepare the plan for all planned vacancies expected to be open during the year.

The capacity planning is extremely valuable in the recruitment and staffing. The HR Recruiter cannot make more than 25 – 30 actively open job vacancies without the negative affects on the quality of the recruitment process.

The job openings plan can reduce the peaks in Human Resources, and it allows to HR Recruiters to focus on finding the quality job candidate. If the HR Recruiter is expected to deliver the best candidate, then he is expected to have enough time and opportunities to think about the right approach.

The job openings plan is an excellent tool for mapping the skills and competencies in the organization. The HR Recruiter has to  match requested skills and competencies with the employees in the internal recruitment pool. The HR Recruiter should identify the needs of the managers. The needs should be matched with the internal candidates for the career move.

The HR Recruiter can save costs by utilizing the internal hires for the job vacancies. The sooner the new hire is in place the sooner becomes the employee productive.