Having a recruitment marketing action plan is proof that a company, a recruitment agency, or a talent acquisitions team is not just about all talk, but about actions as well. The action plan contains a series of steps taken to strategically position the company as the best employer there is. After all, that’s how recruiters send out the message to potential candidates: work for this company, and we promise you the working compensation and benefits that you’ve always wanted.There’s always that haggling, of course, over salary rates and everything else in between. But that’s another story. The ultimate purpose of having a documented action plan is that you have a guide at the end of the day that pinpoints to you what you should do and what not to do when it comes to marketing recruitment strategies. Although there’s no strict format when it comes to creating a recruitment marketing action plan, still, to make it effective, the action plan should at least contain the following essential elements. 1. Executive Summary Recruitment is an essential part of any kind of business trade. And in every business planning, recruiting good talents is always part of a business’s operation. The executive summary section explains the kind of the purpose of the company. It first gives an overview of what the company is all about, its operations, its products, goods, and services. Then it delves into the mission and vision of the recruitment marketing action plan or the goals and objectives of the action plan. Executive summaries oftentimes contain a mission and a vision statement. A mission statement states the reason or purpose of the business, in this case, for the action plan. A vision statement describes what the business hopes to achieve out of its recruitment action plan, usually in a given time frame. 2. Market Analysis Successful recruitment agencies, or recruiters, don’t just dive into recruiting without understanding their target market. That is what a market analysis is all about. A marketing analysis takes a look at the current market trend when it comes to job employment, hiring, and qualified candidates. It also checks and looks into the profile of competing hiring agencies and their hiring process. More often, the purpose of a market analysis is to research the profile of the target market potential candidates, looking into its demographics. Doing a demographics classification is particularly helpful when you’re creating advertisements so that you’ll know how to attract and capture your target audience’s attention. Doing a SWOT analysis could also help the recruitment team understand where the hiring company stands in the current market. SWOT stands for Strengths, Weaknesses, Opportunities, and Threats aspects of the hiring company. Strengths are what features of the hiring company stand out from other competing businesses. Weaknesses are those factors that limit a business’s success, or areas of a business that need further support. Opportunities are those factors that the company can leverage to boost its success, especially in terms of employment. And threats are those factors that could potentially harm or put at risk the business’s operation, especially when it comes to hiring. 3. Action Plans Action plans are akin to market strategies. It’s all about positioning the hiring company in the right way. Action plans are created based upon goals and objectives and are time-bound. We have mentioned above some examples of recruiting marketing strategies that are very much effective and relevant in today’s market. In this section of the recruitment marketing action plans, each step is carefully itemized along with a deadline as to when the recruitment and hiring process should be completed. Businesses rely on how fast recruiters fill in vacant positions because, after all, those vacancies represent an integral part of a business’s operation, hence, the deadline should be set. 4. Monitor Recruitment Progress To know if the recruitment marketing strategies are effective is to track and monitor its progress based on the given deadline. Tracking could be done on a daily, weekly, or monthly basis. Doing a tally of how many candidates have signed up for a job offer is a good start. If you’ve monitored that you’re still far from meeting the number of signed-up job candidates, then you need to make some revisions to your action plan and implement some more aggressive strategies. After all, at the end of the day, recruitment is also all about numbers.