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Strategic
recruitment plan
objective: to define the resources to be put in place
within a company to set up recruitment policy and/or carry out a recruitment
campaign
methodology: based on a SWOT approach, this comprises
formalizing needs, compiling an inventory of existing mobilizable resources
and drawing up and submitting a report with recommendations on actions
to be taken
key point: every recruitment is different, and successful
recruitment depends to a large extent on the ability to call upon the
right resources (internal or external) at the right time
fees:
these are calculated on the basis of the number of days the consultant
spends on the brief and generally are somewhere between CHF 10,000 and
CHF 20,000
purpose: the strategic plan applies to any entity wishing
to make a diagnostic report on the situation, upstream of a wide scale
and/or strategic recruitment campaign or before setting up a formal recruitment
policy
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The
fortitude difference:
ensuring that recruitment becomes
part of the dynamics
of human resource management, in particular with respect to executives
and managers, optimizing their
performances and therefore
those of the company as a whole.
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