sample business plan for recruitment

How to write a business plan for recruitment in 2024 (template included)

• Published on June 3, 2020
• Updated on February 12, 2024

Writing a business plan in recruitment has always played a crucial part in the interview process for a number of recruitment agencies around the world.

A comprehensive business plan can demonstrate a recruiter’s commitment, knowledge and commercial acumen. During economic uncertainties in 2023, these qualities are more important than ever.

Arriving at an interview armed with a comprehensive business plan before you’re even asked will no doubt set yourself apart from other recruiters.

During economic uncertainties, managers will need to present a business case to leadership for budget approval in order to make a hire. Your business plan will be an important element of this business case. An impressive business plan could be the difference between landing an offer today, or falling into a pipeline of other candidates.

In this article, we share a step-by-step guide outlining how to create a comprehensive business plan. We walk through the key components and include examples.

At the end of the article, you can download a free recruitment business plan template which is tailored towards the key components mentioned in this article.

A business plan should be packed full of relevant information but should be compressed and to the point. Avoid verbiage, stay specific and keep to 4 – 6 pages.

Introduction

Start with a title. Include your name and the company you’re writing the business plan for. A little personalisation will go a long way.

Underneath your title, outline the objective of your business plan and again personalise it towards the agency you’re interviewing with. While you have the hiring manager’s attention, this paragraph is an opportunity for you to demonstrate how comprehensive your business plan is. The aim is to capture the hiring manager’s interest so they continue to read each component:

“The objective of this business plan is to outline the value I can add to employer’s name.

In this business plan, I have highlighted my specialism, hiring activity in my market, my candidate and client strategies, my methodology, how I plan to recruit through economic uncertainties in 2023, my competition and my personal revenue projections over 12 months.”

You can use this paragraph as a way to introduce your business plan verbally if you’ve called up a hiring manager. You can also use this extract in a cold email.

Your specialisation

This is a crucial positioning statement for your value-add. It sets out precisely where your network and experience lies and what you intend to bring to the table in your new role.

Your specialisation can be described clearly by outlining what roles you will specialise in, what industries you will target, what level of seniority you will focus on and what geographies you will cover.

For ease of reading, you can use each component as a title and use bullet points to expand upon your answers.

Taking a Technology recruiter as an example:

What roles I will specialise in:

• Product Management permanent roles
• UX/UI Design permanent roles

What industries I will target:

• Series A – C funded technology startups (high investment, high growth and high volume of roles)

What level of seniority I will focus on:

• Mid to senior (120 – 180k salary range for Product Managers, 140 – 200k salary range for Designers)

What geographies I will cover:

• Based in Singapore, the local market will be my core market
• Secondary markets include Jakarta, Bangkok and Kuala Lumpur due to less competition from recruiters and high volume of roles

Hiring activity trends

The hiring activity trends section provides an opportunity for you to demonstrate and portray your knowledge of the market.

The 3 important components of this section are: hiring activity over the past 3 years, hiring activity for next year and how you predict hiring activity to shift beyond that.

Utilise your own knowledge of the market but back it up with research gained from reputable sources related to your market e.g. Tech in Asia, Tech Crunch, Channel News Asia, The Straits Times or The Financial Times.

You’ll want to cover how hiring activity has increased or decreased, what the drivers of growth are in your industry and what the threats and challenges are within your sector.

Candidate strategies

Moving on from market trends, this section indicates how you will acquire candidates for your desk. It offers an opportunity for you to demonstrate the experience you’ve learnt in candidate management from your previous firm, but also an opportunity for the employer to ensure that your approach aligns with theirs.

3 key components of this section include: how you will generate candidate leads, what challenges you expect to face and how you will overcome these challenges.

Taking a Front Office Banking & Financial Services recruiter as an example:

How do I plan to generate candidate leads:

• Direct headhunting using a LinkedIn Recruiter account, this costs approximately $X amount, the key benefits being access to a high volume of InMails and enhanced search capability. This has been the sourcing tool for 60% of my previous placements

Challenges I expect to face:

• In light of economic uncertainties in 2023, highly sought-after candidates may be risk-averse and may not see this as a good time to move jobs

How I will overcome these challenges:

• I will develop relationships with these candidates for the future but I will adjust my sourcing strategy accordingly by increasing volume of direct approaches

Client strategies

A similar section to candidate strategies but geared towards clients. Arguably more important than candidate strategies during a recession as the market could be job-short – even in the good times, strong business development capabilities in recruiters are harder to find.

This section includes 6 key components including how you plan to onboard new clients, how you plan to sustain relationships with clients for repeat business, what industries your clients are in, the challenges you expect to face and how you will overcome these challenges.

Take these bullet points as a basic example:

How I plan to onboard new clients:

• During a recession, I plan to cultivate relationships by helping and consulting clients on non-recruitment related issues, such as advising clients on the current state of the market
• I plan to generate leads by making 25 cold calls per day during the ramp-up period, to again offer support and advice where needed, and to leverage any open roles
• A soft approach of connecting with hiring managers, HR contact and C-Level candidates on LinkedIn, to establish working relationships and eventually convert into clients

How I plan to sustain relationships with current clients and win repeat roles:

• The most important way to sustain relationships is by offering a service that is superior to competitors. That is by being transparent, sticking to deadlines and delivering results
• Regularly catch up with clients on a monthly basis to see how they’re doing and see if you can generate new roles
• Keep yourself updated on company news and congratulate clients on milestones e.g. if they generate a Series C round of funding

What industries I will target clients in:

• Series A – B funded technology startups
• During a recession there is less of an appetite to use agencies due to an unprecedented volume of great candidates available in the market
• Offer free support to companies currently not using agencies, provide an impressive service and convert into paying client post-recovery

The 6th component is “examples of target clients” and this is where you can really demonstrate tangible market knowledge. Use company names, find the potential contact in each company and add your comments, such as the volume of roles you expect from that client. 5 examples should be enough to peak your hiring manager’s interest.

You can use a table to display this information with ease:

It goes without saying that you should never be tempted to use information that is proprietary to your previous employer. This information can be openly found with some basic LinkedIn research.

My methodology

Are you a recruiter that is focussed on crunching numbers? Are you a recruiter who is focussed on cultivating long-term relationships? In this section, you can include a few quick bullet points to explain how you approach recruitment. This information gives your hiring manager an indication about whether you hold similar values and whether you have similar working styles.

How you can adapt to recruiting during a possible economic downturn

This section is a new one in response to market conditions in 2023 but can demonstrate how you are prepared to deal with current and upcoming challenges.

You can use this section as the title and include bullet points to outline how you will adapt to these market conditions.

Enjoying this article so far? Join our monthly email newsletter or follow us on LinkedIn

We release new articles, people moves and market intel for the recruitment industry on a monthly basis. To be the first to know when we publish something new, join the  1,000+  recruiters in our recruitment market intel list.

Subscribe to Vocay Replay

Enter your email below to receive the latest articles from Vocay. You can opt out at any time via the unsubscribe link in every email.

By subscribing, you agree to our Privacy Policy and Notification Settings .

My key competitors

Which recruiters and agencies offer the greatest competition? Demonstrating your knowledge in this area highlights that you are commercially aware outside of your core market.

Include about 5 different competitors who are directly competing in your patch. You can use the table below to display this information:

Personal revenue and target projections

In many business plans, financial projections are of utmost importance and can demonstrate your commercial acumen. If you’ve ever watched Dragon’s Den, you’ll know what happens when you don’t know your numbers!

Project your personal revenue for 4 quarters. You can start your calculations by predicting the average annual salary of a candidate in your patch. You can project your average percentage fee agreed with clients and from there you can calculate your average fee. Once you have this, you can predict the amount of placements you’ll be making per month.

Make sure your revenue projections are realistic and achievable. Avoid the temptation to predict vastly optimistic revenues, especially during a possible recession. You must allow time to ramp-up and there must be a logical relationship between your historical and predicted revenues.

The plan only includes project revenue. Your historical revenue should be on your CV.

Take the below as an example:

My predicted average annual salary of candidates:

My predicted average percentage fee agreed with the client:, my predicted average fee:, my predicted average placements per month, my projected revenue over 12 months.

Underneath, you can also include the KPIs you will set yourself to guide you in achieving these numbers. For example, you can set yourself a guideline for how many CVs you need to send, how many candidate meetings you need to arrange, how many client meetings you need to arrange and so on.

The template

We’ve constructed a free template built around the components mentioned above, so you can create your own for when you reach out to hiring managers.

To download this template, please add your email below and you’ll be redirected to the template.

By downloading our busines plan, you agree to our  Privacy Policy and Notification Settings .

This step-by-step guide should give your hiring manager a clear idea of your plan. If executed successfully, you’ve already demonstrated your commitment, knowledge and commercial acumen before even attending an interview.

The way you’ve structured your plan will give your hiring manager a very clear indication of your methodology and whether you’d fit their structure. Keep in mind that if your methodology is focused on high volume recruitment, it’s not going to work well with an executive recruitment agency.

As a next step, learn this plan inside and out. Be prepared to pitch your plan to your hiring manager and answer detailed questions surrounding each component.

Leave your interviewer with no room for concern and secure that role! Lastly, if you enjoyed the article, please consider subscribing or following us on LinkedIn to have new articles for recruiters like this delivered directly to your inbox.

Subscribe for free

As Founder of Charterhouse Partnership, I led the opening of 5 international offices, hiring & training hundreds of recruiters. Please subscribe to our weekly newsletter where I share my insights on the recruitment industry.

More articles

The business development approach that got me on the PSL of major clients in Singapore

Rec2Rec salary guide Singapore 2024

5 reasons why top billers move to recruitment agency competitors

[email protected]

EA License 20S0396

UEN 202005417W

Copyright © 2024 Vocay. All Rights Reserved.

Follow us on LinkedIn

Don't miss the latest recruitment insights.

Recruitment Agency Business Plan: How to Write One

Launching a recruitment agency demands a solid foundation, and crafting a detailed business plan is the cornerstone. Get started on your recruitment agency business plan with our guide. We will walk you through all the details.

The United States, Japan, and the United Kingdom dominated the recruitment and staffing industry in 2022, generating 55% of its revenue. Global revenue for the staffing industry jumped 4% to $648 billion, according to a report from Staffing Industry Analysts . The current job market, characterized by rapid technological advancements and shifting workforce demographics, is creating a market for flexible staffing solutions.

To cut costs and improve the efficiency of human resources, businesses are turning to staffing and recruitment agencies to secure talent. The rise of the gig economy and the preference for contract or temporary positions among workers seeking greater work-life balance is helping fuel the industry’s growth. Nearly 23% of working Americans also have a side hustle, according to a recent study by Pymnts .

Your Business Plan’s Key Elements

Whether you are a seasoned professional in the staffing world or a newcomer to the field, you need to start with a recruitment agency business plan. Creating a business plan requires gathering a significant amount of information. Start by researching the staffing industry, including market size, growth trends, and regulatory considerations. Network with industry professionals, attend relevant conferences, and utilize online resources to gain knowledge. Financial projections should be based on realistic market assumptions and comparable business models.

Keep in mind you will need a business plan at various stages of your business journey. Initially, it will guide your startup phase, helping you to secure funding and establish your business structure. As your agency grows, revisiting your plan can help you to scale your operations and enter new markets.

A comprehensive startup business plan for a recruitment agency should include:

• Executive summary: Start with a clear and concise overview of your business — your elevator pitch. Highlight your business goals, mission statement, and the services you plan to offer.
• Market analysis: Conduct thorough research on the staffing industry, focusing on your niche. Identify your target market, analyze your competitors, and outline the trends and challenges in the industry to understand your unique selling proposition.
• Services: Detail the types of staffing services you plan to provide. Whether it is temporary staffing, permanent placement, or executive search, be clear about your offerings, the verticals you will serve, and how they meet the needs of your target market.
• Marketing plan: Outline how you will attract clients and candidates with your marketing plan and sales strategy. Identify the channels you can use to build your brand and reach your audience.
• Operations: Describe the day-to-day operations of your agency, including the recruitment process, the technology, the tools you need, and how you plan to maintain quality and compliance.
• Financial plan: Make detailed financial projections, such as startup costs, revenue forecasts, and a break-even analysis to understand the financial viability of your business.
• Management: Highlight your team’s expertise and the organizational structure of your agency. If you start solo, outline your experience and any external support you can leverage.

Partnering With AtWork: A Shorter Path to Your Goal

If you are considering opening a recruitment agency, partnering with AtWork to start a staffing franchise can significantly streamline the startup process. By joining forces with a proven brand, you can cut down on startup costs and bypass many of the hurdles of starting from scratch. AtWork’s recruitment agency business plan also allows you to take advantage of the Work Opportunity Tax Credit (WOTC) to lower your operational costs.

AtWork provides comprehensive knowledge, training, and tools essential for launching your staffing business. As a franchise owner, you get in-depth training on running a successful staffing agency, including sales, operations, and compliance. AtWork has state-of-the-art technology and operational tools to simplify day-to-day management, and marketing campaigns to effectively promote your agency and attract clients and candidates. Its support staff also handles all your payroll, allowing you to concentrate on scaling the business.

Learn More About AtWork

Get started to learn more about partnering with AtWork to launch a business in the staffing industry.

• Job Seekers

Related Articles

Advice for Entrepreneurs Who Want to Open a Franchise

Franchising is a critical component of the economy, as there are more than 805,000 franchised businesses in the United States, which creates about $805 billion in revenue annually, according to

Franchise AUV: Understanding Average Unit Volume

Franchise AUV stands for average unit volume, which is the average sales for each location. It represents the average annual sales volume of individual franchise units within a franchise system.

AtWork President and COO Opens Family-Owned Location in Hometown

AtWork has opened its newest location in Maryville, Tenn. at 1701 E. Broadway Ave. AtWork Maryville is locally owned by the company’s President and COO Jason Leverant and his family.

AtWork Nationwide

Find the AtWork temporary staffing agency most convenient for you. Choose from nearly 100 offices across the country.

Launch Your Business

Find Out About Opening an AtWork Office.

• Search Jobs
• Hiring Process
• Employee FAQs
• Refer a Friend
• Our Services
• Our Approach
• Hire AtWork
• News & Events

Which branch would you like to apply with? Please select your location below to get started.

Looking for your W-2? 

Don't bother with copy and paste.

Get this complete sample business plan as a free text document.

Employment Agency Business Plan

Start your own employment agency business plan

All About People

Executive summary executive summary is a brief introduction to your business plan. it describes your business, the problem that it solves, your target market, and financial highlights.">.

All About People (AAP) began out of the desire to contribute to this community, just as communities have fed All About People’s proprietor over the years. Although originally from a larger market, the proprietor realizes the need in the southern Willamette Valley for a personnel agency that fills a void left by other temporary and permanent placement agencies. AAP matches specifically skilled workers with clients, saving businesses time and money, while providing for its employees with honesty and honor. This requires a high level of communication. It means asking open-ended questions and listening, not talking. This means knowing the local market so AAP can really serve each client and employee, not just “sell” them our goods. AAP is quality service.

The long-term vision includes a number of offices throughout the southern Willamette Valley. The proprietor sees the challenge in this vision, not in the growth itself, but in training and encouraging all AAP personnel to treat each client and employee with the same care and with the same level of communication.

Managing our Growth AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan. During the past couple of years the proprietor provided all services. In Year 1, the company will add a part-time office staff person and an employment specialist. In response to this growth, AAP will have a procedures manual for in-house staff to assure that the information is clear. In addition, AAP will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. Year 2 projections include a receptionist, another employment specialist, and a field representative. In Year 3, AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

The Market AAP is structured like other temporary and permanent placement agencies. However, it will serve clients with needs for select, specialized professionals rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people, but there are none for the Willamette Valley. AAP has five divisions, targeting the following areas of expertise:

• Editors/Writers

Event Planners

Graphic Artists

• Interpreters/Translators.

Services AAP will handle recruiting, including reference checks, skills evaluation, preliminary interviewing,  and screening of all employees for its clients. AAP acts as an extension of the client’s human resource department, assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Financials The company’s start-up requirements are $55,464, of which $7,600 will be provided for by the owner’s personal investment. The rest will be obtained through loans.

We expect to be able to charge a 50% markup to our business clients. Thus, if an employee is being paid $10 per hour, we are charging the client $15 per hour. The company predicts that it will be able to produce sales of approximately $300,000 by Year 3. The company does not have any direct cost of sales; we track payments to placed individuals as regular payroll.

1.1 Objectives

AAP is structured like other temporary and permanent placement agencies. However, we serve clients with needs for select specialized professionals, rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people. AAP followed the model of one placement firm described below.

A contract engineering firm places temporary workers who are hardware and software engineers. Employees earn between $80- $100 per hour and approximately seven employees are placed per month. The firm recruits through its website, advertises in newspapers, magazines, and trade publications. Incentives offered to contingent workers include medical, dental, and disability insurance, 401(K), and a reference finder’s fee for placement referrals. They find their employees are 60 percent male, 40 percent female, and ages spread evenly.

AAP serves the business client by locating a professional worker, interviewing and screening that worker, setting up interviews if necessary, and administering all hiring paperwork. The company runs payroll and bills the client bi-monthly. AAP will also manage the professional, staying in close contact with the client and communicating with the worker regarding any personnel issues that may arise.

The professional worker is served with employment opportunities at no cost; pay rates that are within industry standards; and health insurance may be purchased, if a worker becomes eligible, at a group rate starting at $124/mo. AAP will pay $65/mo for any coverage chosen from the group package.

1.2 Mission

All About People’s mission is to contribute to the community by filling a need for specialized, professional, contingent workers. The company will provide workers with a safe and independent environment. It will also provide businesses with a high-caliber of employee available for project or permanent work. All About People listens to individual needs and customizes personnel solutions for both businesses and workers.

Company Summary company overview ) is an overview of the most important points about your company—your history, management team, location, mission statement and legal structure.">

AAP is a temporary and permanent placement personnel agency working solely with skilled, professional workers and Willamette Valley businesses. AAP differs from other temporary and permanent placement agencies because of our skilled workers. The company believes that the temporary industry pays only cursory attention to providing businesses highly qualified workers for permanent and non-permanent positions. AAP has five divisions, targeting the following areas of expertise:

AAP does not provide general clerical, light industrial, engineers, accountants, nurses, or other medical technicians.

AAP does the following for each client:

• Recruiting (reference checking)
• Skills evaluation (preliminary interviewing)

AAP conducts regular evaluations: AAP checks in with the supervisor and the worker during the first week on the assignment. AAP then checks in as agreed with the client. AAP acts as an extension of the client business’ human resource department assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Prior to opening our doors, research showed support for the development of a personnel agency working solely with professional contingent workers and Willamette Valley businesses (see topic 7.3 Supporting Research).

According to the Oregon Department of Employment, Lane County has 31 temporary agency firms with 3200 individuals employed. Total employment figures for Lane County are 250,000; therefore, we support between two and four percent of the population.

Through connections in a variety of areas, AAP is able to locate qualified workers not only through advertising, but through a channel of networking. This past year has shown that qualified, willing workers are certainly available as we currently have hundreds on staff willing and able to work.

2.1 Company Ownership

AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan.

The sole proprietor, Sarah Wayland, can be reached at AAP’s office, [contact information omitted in this sample plan].

2.2 Start-up Summary

Projected start-up figures are shown in the chart and table below.

Brought to you by

Create a professional business plan

Using ai and step-by-step instructions.

Secure funding

Validate ideas

Build a strategy

The company is uniquely positioned to take advantage of this market opportunity because of the management and field expertise of the proprietor. Sarah Wayland worked in the temporary employment industry for three years with ADIA Personnel Services (now ADECCO) as Area Account Manager (in training as a branch manager): building business relationships; hiring employees; handling employee issues; working with clients during the implementation of ADIA; and opening an additional office in Beaverton, Oregon.

For one year the proprietor was a District Sales Manager at Columbia Distributing, showing a 10% increase on $3.5 million in annual sales. Managing a staff of nine in sales and customer service, she had the opportunity to delve further into hiring/firing, reviewing, incentives outside of salary, and personnel issues.

Most recently, she has spent several years as Funds and Contracts Manager at the Oregon University System; managing four grants totaling $1.5 million annually and all personal service and interagency contracts as well.

The proprietor’s most notable success was bringing the second branch of Cellular West located in Portland, Oregon, from running in the red, to breaking even within four months of its opening. She accomplished this by using motivational tools and providing the sales force with extensive training.

3.1 Products and Services Plan

Changing labor market conditions threaten the concept of full-time permanent employment.

AAP provides a complex blend of services to distinct populations. The company serves businesses through connecting them with the professional contingent work force. It also serves the worker by connecting them with businesses, at no charge, and providing benefits not often provided by other employment agencies.

Market Analysis Summary how to do a market analysis for your business plan.">

All About People (AAP) is a local firm that costs less than a consultant or agency, provides for both project and long-term needs, and has an easy, pay and billing rate system that covers employee payroll and worker’s compensation insurance.

There are a variety of reasons why businesses may need AAP’s services:

• Spikes in work load
• Business expands into an area that in-house expertise does not yet match
• Special events
• Pregnancy leave or sabbatical
• Business increases after layoffs
• Smaller business does not yet have staff on-hand to complete extra projects.

According to economic forecasters, employment agencies and financial services are expected to have the largest industry growth over the next 25 years. The trend toward businesses cutting back on employees and their benefits due to high costs creates the demand for AAP’s services.

Just consider the time, energy, and resources an employer may spend trying to employ a person for a 20-hour task.

In addition to the already lucrative temporary industry, several companies in the Portland Metro Area place professional contingent workers, but the southern Willamette Valley is not currently being served.

The company approaches businesses primarily through networking and cold calls. Our intention is to utilize a PR agency for more coverage as soon as possible. AAP is a member of the area Chamber of Commerce and actively participates in as many activities as possible, the proprietor is a member of the Women’s Business Network, the Professional Women’s Organization, and we are in the process of connecting with the Society for Human Resource Management. Prior to start-up, AAP also surveyed several area businesses about their use of contingent workers. The company will use its website and other marketing materials that describe what services we provide and explain how simple it is to work with us.

AAP advertises in local papers and trade magazines when absolutely necessary, but most often uses the Oregon Employment Department, both community college and university campuses, and the networking groups we are members of to search out the right employee. Prior to the sole proprietor start-up, the company started recruiting by administering twenty personnel surveys and advertising locally to create a staff of qualified contingent workers. This staff will be unaffected by AAP’s corporate restructuring.

4.1 Market Segmentation

The market can be broken down into two segments: the business market segment, and the employee market segment. Both of these segments are lucrative.

Business market targets: The company targets the University of Oregon, Lane Community College, the nonprofit organizations, the publishing industry, the advertising industry, and other large businesses.

Employee market targets: Editors/writers, graphic artists, computer specialists, event planners/fundraisers, and language translators/interpreters working in the business target markets listed above, as well as any applicants with unusual skills and talents.

4.2 Service Business Analysis

These charts demonstrate the types of workers employed, the type of qualified professionals on file to work for the company, and the types of businesses who have used AAP’s services. These statistics cover the 15-month sole proprietorship period from July 1, 1998 through September 30, 1999.

Types of workers employed by or signed up with AAP

Types of employers using AAP

Each and every contact is entered into the database-either in the professionals file if they are a potential candidate, or in the contacts file if they are another type of contact. The client and jobs files utilize the contact and client numbers to automatically fill in the information from the contact or client files. This means no duplicate typing. In addition, the contacts, clients, and professional files all have follow-up sheets attached making daily follow-up easy. Simply pull the file up for that day and all calls that need to be made that day will be marked.

Searching is easy. The check boxes within each professionals file allows us to check for singular or multiple skills and experience with a click and a return.

4.2.1 Competition and Buying Patterns

First form filled out from the moment the candidate calls. Three screens constitute one file: Personal Information; Job Information; Skills. The professional and contact files have a conversation record that will allow easy follow-up with a list daily of those records needing a call.

Interview Form

Directly from the employee forms the Employment Specialist can select the appropriate interview form. This form consists of three sheets: Basic Questions; Other Information/Recommendations; and Reference Checks.

Employee Profile Sheet

From the above information, a profile sheet is generated in hard copy for the inside of each file. This is our second backup system (besides the tape drive) in case of a power outage, etc.

4.2.2 Contact Sheet

This form is used for all other contacts. From here, a contact can be turned into a client by merely typing the contact number in on the client sheet, automatically bringing in all of the information.

4.2.3 Client Sheet

The client sheet is easily created by filling in the contact number. All pertinent information is automatically entered. The client sheet has its own contact sheet attached generating a daily follow-up list. The client files can also be pulled into a handy contact list.

Strategy and Implementation Summary

AAP is completely service minded, customizing personnel packages and offering the most it can to both employers and employees. The company brokers professional workers to Willamette Valley businesses. Because we serve two distinct groups of people, both businesses and employees will be considered equally important to AAP.

The company consists of five divisions, targeting the following types of workers and needs in businesses:

Computer Division

• Computer Application Specialists
• Computer Hardware Specialists
• Computer Programmers
• Network Administrators
• Web Specialists

Editor/Writers

• Multi-lingual
• PR/Marketing
• Fundraisers
• Large and Small

Language Interpreters and Translators

• Multiple Languages
• Person-to-Person

Within these categories, we originally set up a system of single sheets on card stock and filed them in binders. Since then, an electronic database has been created by one of our professionals. With the push of a button, AAP can search for a client or an employee needed.

Businesses and employees will be able to communicate with AAP via both new technological and traditional methods. Our Web page provides information about AAP including what professional fields we serve, what clients we are working with, and what services we offer. A second-generation Web page will provide information about employees for businesses through a password-protected area. AAP forwards candidates’ resumes and other information through a variety of methods: phone, fax, personal visit, mail, and the Web page.

In August 1999 we moved the offices to the center of town. Accounting is handled electronically by the proprietor through QuickBooks, with the complex needs handled by our CPA. All payroll is generated through the payroll service, Paychex. The office is furnished with all of the technology needed to operate on a daily basis, increase market share, and serve clients.

5.1 Competitive Edge

When a business is contacted and expresses interest in contingent employees that the company can provide, the following procedures will be followed:

• Consult with client and create a follow-up plan.
• Complete the contact, client, and job sheet in the database.
• Print one of each and forward a copy of the job sheet on yellow paper to the employment specialist.
• File original sheets in the appropriate binders.
• Search for matches in the database and pull each folder that looks like it will work.
• Review that folder to assure a match.
• Call each potential candidate and discuss the job and pay to its fullest.
• Fax, e-mail, or otherwise contact client with information and/or resumes for review.
• Schedule interviews or make a decision on appropriate candidates.

5.2 Sales Strategy

When an employee seeks to work with the company, the following procedures will be followed:

• Complete the professional’s form in the database.
• While completing this sheet, screen the employee for experience levels, requiring professional experience in each arena they wish to work.
• Set up an interview with the employment specialist if the professional is qualified.
• Create a file for each employee and place all paperwork, along with a copy of the professional’s form.
• Keep in touch with the professional quarterly if nothing comes up, more often if at all possible.
• When the professional agrees to a position, they will be supplied with an employee policy manual, pieces of letterhead for invoicing, and will complete the IRS I-9 and W-4 forms prior to beginning work.

5.2.1 Sales Forecast

Our sales forecast projections are presented in the chart and table below. Three years annual projections are shown in the table.  The chart shows first year monthly forecast.  First year monthly table is included in the appendix.

5.2.2 Target Market Segment Strategy

The pay rate data will be determined by changing market factors including business demand.

Our experience shows that the following is true in regards to pay and bill rates. A “good deal” for most temporary agencies is a 50% of pay rate markup. Thus, if the pay is $10, the bill is $15. However, we have traditionally used a flat markup that seemed appropriate. Pay and bill rates generally are outlined as follows:

Editors Most editors require between $25 and $35 per hour, and our history has shown a $10 per hour markup is acceptable. One exception is in the technical arena, garnering between $45 and $55 per hour pay; again a $10 per hour markup is typical.

Writers The only writing we have done is creative for [client name omitted], and we paid $15 with a $10 markup.

Event Planners Event planners often will work for between $12.50 and $25 per hour, depending on the length of the job, requirements, and experience needed. We find a $5 per hour markup on the $12.50-$17.50 is reasonable, and a $10 per hour markup on anything over $17.50 per hour.

Fundraisers Fundraisers can start at $10 per hour (nonprofit) and go up to $20 per hour. This usually depends on client and length of assignment. Bill rate markup for nonprofits is $5 per hour, others between $7.50 and $10 per hour.

Graphic Artists Entry level beginning at $12.50 per hour, intermediate at $15 per hour, and a top of the line professional at $25 per hour. The exception may run about $50 per hour. Bill rates are between $7.50 per hour markup ($12.50-$15), and $10 markup.

Language Interpreters This is a tricky arena. Pricing depends on the language (typical/atypical) and the length of the assignment. Interpreters have been known to work for as little as $15 per hour and for as much as $35 per hour. A $10 per hour markup is acceptable.

Language Translators This division is difficult as each language and situation varies slightly. Translators tend to work by page or by word. Technical translation can be as much as $.30 per word. Other translation can be $10 per hour (an hour a page). We are unsure of markup at this time, but would suggest 50% of pay rate.

Computer Specialists:

• Application-Starting at $12.50 an hour based on Xerox experience. Markup $5 per hour.
• Programmer-Starting at $20 an hour based on AlbertIQ experience. Markup $10 per hour at a minimum. Try for $15.
• Web Designer-Entry level positions can start at $10 per hour with a markup of $5. Project work typically starts at $15 an hour, markup at least $10 per hour.
• Administration-Pay rates range between $50 and $75 per hour, with a preferred markup of $25 per hour.

When determining the bill rate, additional expense factors to remember above the pay rate are 15% employer taxes, advertising, and staff time to fill the position.

5.3 Milestones

The company has an outstanding client list and an incredible number of qualified employees available. AAP has a good reputation for providing qualified people in a timely manner.

Management Summary management summary will include information about who's on your team and why they're the right people for the job, as well as your future hiring plans.">

In a variety of settings the proprietor of AAP has strong management experience. The proprietor has the skills to not only listen well, drawing out a person’s needs through open-ended questions, but also has the ability to recognize people’s strengths and weaknesses. She will draw upon this extensive successful experience in addition to the knowledge collected over a period of 18 years working professionally. Much of the “people” skills have been developed during the seven years spent in management roles. This experience, along with a varied background, supports AAP’s goals.

AAP’s objectives are threefold:

• To provide high quality, experienced, professional workers to businesses that are currently relying on the instability of word-of-mouth contacts, and are spending much of their time and resources (and, therefore, money) locating such workers;
• To provide these workers with a path by which to reach the employer without spending their own time, money, and energy finding the work; and
• To use this opportunity to make the contingent work force a better place for both the employer and the employee.

The long-term goal of the company is to franchise and/or to become multi-location, and eventually sell this business.

Management is a style, a belief, and a strategy.

In managing our clients, AAP will communicate regularly with them, setting up a schedule that meets their needs. The company will set goals for retention of clientele and strive to reach those goals by building relationships, listening to the client’s needs, and meeting those needs with a smile on our faces. We will take responsibility for our errors and the outcome.

In managing our workers, AAP will communicate regularly with them, providing them with an employee manual to minimize their confusion, and offer them the best pay and benefits possible. AAP will set goals for retention of employees and strive to reach those goals by treating each employee with respect, provide protection when appropriate, and do everything within our power to assure a healthy working environment.

This is a relationship business. AAP will manage all clients and employees through relationship building.

During 1998-99 the proprietor provided all services. In 2000 the company will add a part-time office staffer and an employment specialist. In response to this growth, we will have a procedures manual for in-house staff assuring that the information is clear. In addition, we will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. 2001 projections include a receptionist, another employment specialist, and a field representative. In 2002 AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

6.1 Payroll

All About People runs its payroll twice a month. Each professional will be given a check schedule when they work with AAP. Each check covers the previous two weeks.

In order to process payroll; AAP must receive a professional’s signed invoice the Wednesday prior to payday. The invoice, must be on AAP letterhead and include: name, social security number, mailing address, dates of work completed, location worked (at home, at the client’s office), one or two sentences describing what tasks were completed, and how much time was spent each day. At the bottom there must be a place for the client to sign and date in acceptance of the work to date. The original will be submitted to AAP, the client will receive one copy, and the professional will keep a copy.

AAP is unable to provide payroll advances. If a check is lost in the mail, we must wait seven days from the date of mailing, and then if the check has not arrived we will stop the check at the bank and have one reissued.

6.2 Benefits

Because we value our employees, we have employee group health insurance available, and contribute a major portion of the monthly premium. According to the Insurance Pool Governing Board (IPGB) employees must work at least 17.5 hours per week. Employees who work intermittently or who have worked fewer than 90 calendar days are not eligible. IPGB also states that all carriers may decline to offer coverage to the business or to any employee.

Technically, All About People is employer of the professionals we place. This means that we are responsible for covering the worker’s compensation insurance, running payroll, and that we are the ones to whom each employee is responsible. We understand that this can be tricky when employee professionals are working with a client, so we want to describe the expectations of this relationship:

• If the professional doesn’t understand the work or assignment that has been given by the client, then discuss the work with the client.
• If there are issues at work, the employee should inform AAP and then speak with the client.
• If these issues continue, the employee should talk with AAP immediately.
• If the professional feels they are being harassed at work they should let AAP know immediately.
• If the employee should be being asked to perform tasks other than the original assignment, the employee should talk with AAP before beginning any tasks other than the original assignment.
• If the professional is being asked to work overtime (more than 40 hours per week), they should let us know immediately.

AAP does not guarantee either work or wages when you join us to become an AAP employee. We will, of course, strive to keep you as busy as possible. AAP is also not able to guarantee an hourly wage prior to the assignment beginning. If you work on a job, and complete the work successfully, you will be paid at the agreed rate.

This employment relationship differs from others because you, AAP, or the client may end your employment with or without notice and with or without reasons. However, if you accept a job with AAP, we do expect you to finish the assignment.

Marketing Strategy

AAP’s target market is both businesses and professional workers. Phase one of the marketing plan will target the University of Oregon, the technology industry, and the top 500 businesses in Eugene through networking and cold calling. Phase two will target small businesses with less than five employees because smaller businesses may not have the in-house capability to locate, evaluate, and hire potential professional contingent workers through a small PR campaign.

7.1 Businesses

We began marketing the businesses through several personnel surveys. The University of Oregon Alumni Association, University of Oregon Foundation, and University of Oregon Human Resources Department, as well as Symantec’s Human Resources director were approached for information regarding their need for professional temporary and permanent workers. These initial interviewees have all (with the exception of U of O HR Dept) become clients within the first year of business. After these personnel surveys were complete, we adjusted our recruitment of professional workers to meet the demand.

Another tactic was joining multiple business groups. AAP became a member of the Eugene Chamber of Commerce and attends the weekly greeters meetings; the Women’s Business Network and attends the monthly meetings; the Professional Women’s Organization and attend the monthly meetings; as well as the City Club, keeping a pulse on what is happening in the community, attending as the proprietor sees fit.

The next approach is face-to-face cold calls. The tools for these calls are simple-a business card and a brochure. The information collected during the cold call is vital: how many employees does the business have; in what areas have they experienced a need for professional contingent employees; and who is the appropriate contact.

7.2 Professional Workers

Our beginning point in marketing to workers was approximately 30 personnel surveys to professional contingent workers, building the foundation of our database.  AAP intends to recruit workers through advertising in the newspaper and appropriate trade magazines, trade shows, the University of Oregon career center, and by referral. We have found that each division within the company requires a different approach for recruitment. We try not to depend on newspaper advertising as we find the results are moderate. Results are far better with the employment department for some areas, with the U of O for others, and also through a series of developed contacts for the other divisions.

7.2.1 Trust

In order to build trust with both businesses and employees AAP will follow through as promised. We will treat each business, employee, and ourselves, with integrity. AAP will communicate clearly, asking businesses to specify the needs for follow-up service during the time that they employ our contingent worker. We will work with employees to assure that they have a clear understanding of what AAP offers and what we expect of them.

7.3 Supporting Research

“A fading model of employment in the United States envisions a business enterprise with full-time employees who can expect to keep their jobs and perhaps advance so long as they perform satisfactorily and the business continues. Changing labor market conditions threaten the concept of full-time permanent employment. As reported by the Conference Board in September 1995, contingent workers account for at least 10 percent of the workforce at 21 percent of the companies surveyed, or almost double the 12 percent of respondents with that number in 1990. Writing in the Monthly Labor Review in March 1989, Belous estimated that contingent workers constitutes 24 to 29 percent of the labor force in the United States. In August 1995, however, the U.S. Bureau of Labor Statistics (BLS) estimated the size of the contingent labor force at 2 to 5 percent of the total workforce. However, BLS did not count long-term part-time employees, who constitute 90 percent of part-time workers.”       — Society for Human Resource Management, The Contingent Worker: A Human Resource Perspective, by W. Gilmore McKie & Laurence Lipset taken from Chapter 1, What Is a Contingent Worker?

AAP is a service company providing businesses with customized personnel solutions by connecting them with the professional contingent work force. Research suggests that 2000 is an opportune time to be in the Eugene market with this service. Even with all of the evidence that contingent work is the wave of the present, and of the future, the niche of placing contingent workers who are paid $12.50 to $40 per hour is untapped in the Eugene area. However, a few companies place high-end contingent workers in the Portland area.

There are many reasons why businesses are turning to contingent workers. The Economic Policy Institute’s article “ Contingent Work ” by Polly Callaghan and Heidi Harmann explains that:

“Growth in involuntary part-time employment is causing total part-time employment to grow faster than total employment. Another indication of the shift toward part-time workers: hours for part-time workers are growing faster than hours for full-time workers. Temporary employment has grown three times faster than overall employment and temporary workers are being used for more hours. Contingent employment is growing faster than overall employment. Part-timers are disproportionately women, younger, or older workers. There has been a shift away from manufacturing toward trade and services. These structural changes help explain the growth in part-time employment.”

Because of the changing nature of jobs themselves, AAP’s services are desirable to employers of all sizes. Unlike five or ten years ago, many positions are so diversified, or specialized, that it is not financially feasible for an employer to hire a person to fill one position, requiring several areas of expertise. This is not financially wise for the business because of the pay range required to recruit and hire such a talented person (especially in areas such as graphics, design, etc.). The cost of payroll, taxes, benefits, and other miscellaneous staff required to run employees add to the burden of a downsized staff. Contacting AAP and using a professional contingent worker for each portion of a position as needed will solve this dilemma. Currently most businesses locate needed “qualified” workers by word of mouth. With one phone call, e-mail, or connection with our Web page, AAP makes the task easy.

In addition, Oregon’s economy is expected to continue growing, and employment, total personal and per capita income, and population growth rates are expected to exceed the national average (according to the 1997-98 Oregon Blue Book). Although Oregon’s economy is among the best there is an obvious group of contingent workers available to build an employee labor pool. The company draws from a labor pool of qualified contingent workers which consists of people who work at home, retirees, others who wish to work part-time. According to the Oregon University System, approximately 33% of bachelor’s degree graduates will be unable to find jobs in Oregon each year. So, recent college graduates are also a part of AAP’s labor pool.

Research shows that a large percentage of workers who tend to work more than one job are well-educated individuals who have a higher degree of education. According to Oregon Employment Department’s Occupational Outlook Quarterly , Spring 1997, 9.4% have Ph.D.’s; 6.5% a Professional degree; 9.1% a Master’s degree; 7.9% a Bachelor’s degree; 7.9% an Associate degree; and the remaining 15.8% lesser education. According to a Personnel Journal article “ Contingent Staffing Requires Serious Strategy ,” April 1995, there are also many retirees that enjoy doing contingent work.

Financial Plan investor-ready personnel plan .">

The following sections contain the financial information for All About People. Tables show annual projections for three years. Charts show first year monthly figures.  First year monthly tables are included in the appendix.

8.1 Important Assumptions

The financials of this plan are predicated on the following table of assumptions.

8.2 Projected Profit and Loss

Profit and Loss figures are projected in this table.

8.3 Projected Cash Flow

Our cash flow estimates are shown in the chart and table below. The owner expects to invest further amounts in the business over the next two years to finance continued growth.

8.4 Projected Balance Sheet

Three year annual balance sheets estimates appear below.

8.5 Business Ratios

The table below presents important business ratios from the help supply services industry, as determined by the Standard Industry Classification (SIC) Index code 7363, Help Supply Services.

The quickest way to turn a business idea into a business plan

Fill-in-the-blanks and automatic financials make it easy.

No thanks, I prefer writing 40-page documents.

Discover the world’s #1 plan building software

Recruitment Business Plan Template & Guidebook

For any business looking to take their recruitment efforts to the next level, having an effective plan of action is a must. The #1 Recruitment Business Plan Template & Guidebook offers an easy-to-follow framework for creating a step-by-step recruitment strategy that will get results. This comprehensive guide includes everything you need to know to develop an actionable plan backed by best practices and insightful tips from industry experts. Let's explore what this powerful tool can do to help you increase your hiring success.

Get worry-free services and support to launch your business starting at $0 plus state fees.

• How to Start a Profitable Recruitment Business [11 Steps]
• 10+ Best & Profitable Recruitment Business Ideas [2023]
• List of the Best Marketing Ideas For Your Recruitment Service:

How to Write a Recruitment Business Plan in 7 Steps:

1. describe the purpose of your recruitment business..

The first step to writing your business plan is to describe the purpose of your recruitment business. This includes describing why you are starting this type of business, and what problems it will solve for customers. This is a quick way to get your mind thinking about the customers’ problems. It also helps you identify what makes your business different from others in its industry.

It also helps to include a vision statement so that readers can understand what type of company you want to build.

Here is an example of a purpose mission statement for a recruitment business:

Our mission is to provide world-class and innovative recruitment solutions that help organizations find and hire the best talent to increase their competitive advantage. We strongly believe in the power of bringing together the right people and nurture a culture of employee satisfaction, growth and development.

2. Products & Services Offered by Your Recruitment Business.

The next step is to outline your products and services for your recruitment business. 

When you think about the products and services that you offer, it's helpful to ask yourself the following questions:

• What is my business?
• What are the products and/or services that I offer?
• Why am I offering these particular products and/or services?
• How do I differentiate myself from competitors with similar offerings?
• How will I market my products and services?

You may want to do a comparison of your business plan against those of other competitors in the area, or even with online reviews. This way, you can find out what people like about them and what they don’t like, so that you can either improve upon their offerings or avoid doing so altogether.

3. Build a Creative Marketing Stratgey.

If you don't have a marketing plan for your recruitment business, it's time to write one. Your marketing plan should be part of your business plan and be a roadmap to your goals. 

A good marketing plan for your recruitment business includes the following elements:

Target market

• Who is your target market?
• What do these customers have in common?
• How many of them are there?
• How can you best reach them with your message or product?

Customer base 

• Who are your current customers? 
• Where did they come from (i.e., referrals)?
• How can their experience with your recruitment business help make them repeat customers, consumers, visitors, subscribers, or advocates for other people in their network or industry who might also benefit from using this service, product, or brand?

Product or service description

• How does it work, what features does it have, and what are its benefits?
• Can anyone use this product or service regardless of age or gender?
• Can anyone visually see themselves using this product or service?
• How will they feel when they do so? If so, how long will the feeling last after purchasing (or trying) the product/service for the first time?

Competitive analysis

• Which companies are competing with yours today (and why)? 
• Which ones may enter into competition with yours tomorrow if they find out about it now through word-of-mouth advertising; social media networks; friends' recommendations; etc.)
• What specific advantages does each competitor offer over yours currently?

Marketing channels

• Which marketing channel do you intend to leverage to attract new customers?
• What is your estimated marketing budget needed?
• What is the projected cost to acquire a new customer?
• How many of your customers do you instead will return?

Form an LLC in your state!

4. Write Your Operational Plan.

Next, you'll need to build your operational plan. This section describes the type of business you'll be running, and includes the steps involved in your operations. 

In it, you should list:

• The equipment and facilities needed
• Who will be involved in the business (employees, contractors)
• Financial requirements for each step
• Milestones & KPIs
• Location of your business
• Zoning & permits required for the business

What equipment, supplies, or permits are needed to run a recruitment business?

• Internet access
• Recruiting software
• Phone line (landline or mobile)
• Business license and permits in accordance with local government regulations
• Advertising resources (e.g. newspapers, job boards, recruitment websites)
• Office space (if applicable)
• Business cards, stationery, brochures

5. Management & Organization of Your Recruitment Business.

The second part of your recruitment business plan is to develop a management and organization section.

This section will cover all of the following:

• How many employees you need in order to run your recruitment business. This should include the roles they will play (for example, one person may be responsible for managing administrative duties while another might be in charge of customer service).
• The structure of your management team. The higher-ups like yourself should be able to delegate tasks through lower-level managers who are directly responsible for their given department (inventory and sales, etc.).
• How you’re going to make sure that everyone on board is doing their job well. You’ll want check-ins with employees regularly so they have time to ask questions or voice concerns if needed; this also gives you time to offer support where necessary while staying informed on how things are going within individual departments too!

6. Recruitment Business Startup Expenses & Captial Needed.

This section should be broken down by month and year. If you are still in the planning stage of your business, it may be helpful to estimate how much money will be needed each month until you reach profitability.

Typically, expenses for your business can be broken into a few basic categories:

Startup Costs

Startup costs are typically the first expenses you will incur when beginning an enterprise. These include legal fees, accounting expenses, and other costs associated with getting your business off the ground. The amount of money needed to start a recruitment business varies based on many different variables, but below are a few different types of startup costs for a recruitment business.

Running & Operating Costs

Running costs refer to ongoing expenses related directly with operating your business over time like electricity bills or salaries paid out each month. These types of expenses will vary greatly depending on multiple variables such as location, team size, utility costs, etc.

Marketing & Sales Expenses

You should include any costs associated with marketing and sales, such as advertising and promotions, website design or maintenance. Also, consider any additional expenses that may be incurred if you decide to launch a new product or service line. For example, if your recruitment business has an existing website that needs an upgrade in order to sell more products or services, then this should be listed here.

7. Financial Plan & Projections

A financial plan is an important part of any business plan, as it outlines how the business will generate revenue and profit, and how it will use that profit to grow and sustain itself. To devise a financial plan for your recruitment business, you will need to consider a number of factors, including your start-up costs, operating costs, projected revenue, and expenses. 

Here are some steps you can follow to devise a financial plan for your recruitment business plan:

• Determine your start-up costs: This will include the cost of purchasing or leasing the space where you will operate your business, as well as the cost of buying or leasing any equipment or supplies that you need to start the business.
• Estimate your operating costs: Operating costs will include utilities, such as electricity, gas, and water, as well as labor costs for employees, if any, and the cost of purchasing any materials or supplies that you will need to run your business.
• Project your revenue: To project your revenue, you will need to consider the number of customers you expect to have and the average amount they will spend on each visit. You can use this information to estimate how much money you will make from selling your products or services.
• Estimate your expenses: In addition to your operating costs, you will need to consider other expenses, such as insurance, marketing, and maintenance. You will also need to set aside money for taxes and other fees.
• Create a budget: Once you have estimated your start-up costs, operating costs, revenue, and expenses, you can use this information to create a budget for your business. This will help you to see how much money you will need to start the business, and how much profit you can expect to make.
• Develop a plan for using your profit: Finally, you will need to decide how you will use your profit to grow and sustain your business. This might include investing in new equipment, expanding the business, or saving for a rainy day.

Frequently Asked Questions About Recruitment Business Plans:

Why do you need a business plan for a recruitment business.

A business plan for a recruitment business is important because it serves as a roadmap outlining the objectives, strategies and action plans for the business. It can also help to identify potential risks, as well as ways to manage those risks, and establish financial goals. Furthermore, a business plan can help to attract potential investors or lenders and provide a basis for evaluating the success of the business.

Who should you ask for help with your recruitment business plan?

You should ask for help from an experienced recruitment consultant, business consultant, or a professional business coach. They can provide you with valuable advice and resources to help you create a successful business plan. Additionally, you may want to consult with a lawyer or accountant who have expertise in the recruitment industry.

Can you write a recruitment business plan yourself?

Yes, it is possible to write a recruitment business plan yourself. However, it may be more beneficial to consult a professional business plan writer to ensure the plan meets industry standards and contains all the necessary components. A professional also has experience in writing successful plans, which can greatly increase the chances of success.

Related Business Plans

Home Inventory Business Plan Template & Guidebook

Home Inspection Business Plan Template & Guidebook

Home Decor Business Plan Template & Guidebook

Health And Wellness Business Plan Template & Guidebook

Hauling Business Plan Template & Guidebook

Hardware Business Plan Template & Guidebook

Handyman Business Plan Template & Guidebook

Hair Extension Business Plan Template & Guidebook

Handbag Business Plan Template & Guidebook

I'm Nick, co-founder of newfoundr.com, dedicated to helping aspiring entrepreneurs succeed. As a small business owner with over five years of experience, I have garnered valuable knowledge and insights across a diverse range of industries. My passion for entrepreneurship drives me to share my expertise with aspiring entrepreneurs, empowering them to turn their business dreams into reality.

Through meticulous research and firsthand experience, I uncover the essential steps, software, tools, and costs associated with launching and maintaining a successful business. By demystifying the complexities of entrepreneurship, I provide the guidance and support needed for others to embark on their journey with confidence.

From assessing market viability and formulating business plans to selecting the right technology and navigating the financial landscape, I am dedicated to helping fellow entrepreneurs overcome challenges and unlock their full potential. As a steadfast advocate for small business success, my mission is to pave the way for a new generation of innovative and driven entrepreneurs who are ready to make their mark on the world.

How to write a business plan for a recruitment agency?

Writing a business plan for a recruitment agency can be an intimidating task, especially for those just starting.

This in-depth guide is designed to help entrepreneurs like you understand how to create a comprehensive business plan so that you can approach the exercise with method and confidence.

We'll cover: why writing a recruitment agency business plan is so important - both when starting up, and when running and growing the business - what information you need to include in your plan, how it should be structured, and what tools you can use to get the job done efficiently.

Let's get started!

In this guide:

Why write a business plan for a recruitment agency?

What information is needed to create a business plan for a recruitment agency.

• What goes in the financial forecast for a recruitment agency?
• What goes in the written part of a recruitment agency business plan?
• What tool can I use to write my recruitment agency business plan?

Understanding the document's scope and goals will help you easily grasp its structure and content. Before diving into the specifics of the plan, let's take a moment to explore the key reasons why having a recruitment agency business plan is so crucial.

To have a clear roadmap to grow the business

Running a small business is tough! Economic cycles bring growth and recessions, while the business landscape is ever-changing with new technologies, regulations, competitors, and consumer behaviours emerging constantly.

In such a dynamic context, operating a business without a clear roadmap is akin to driving blindfolded: it's risky, to say the least. That's why crafting a business plan for your recruitment agency is vital to establish a successful and sustainable venture.

To create an effective business plan, you'll need to assess your current position (if you're already in business) and define where you want the business to be in the next three to five years.

Once you have a clear destination for your recruitment agency, you'll have to:

• Identify the necessary resources (human, equipment, and capital) needed to reach your goals,
• Determine the pace at which the business needs to progress to meet its objectives as scheduled,
• Recognize and address the potential risks you may encounter along the way.

Engaging in this process regularly proves advantageous for both startups and established companies. It empowers you to make informed decisions about resource allocation, ensuring the long-term success of your business.

To get visibility on future cash flows

If your small recruitment agency runs out of cash: it's game over. That's why we often say "cash is king", and it's crucial to have a clear view of your recruitment agency's future cash flows.

So, how can you achieve this? It's simple - you need to have an up-to-date financial forecast.

The good news is that your recruitment agency business plan already includes a financial forecast (which we'll discuss further in this guide). Your task is to ensure it stays current.

To accomplish this, it's essential to regularly compare your actual financial performance with what was planned in your financial forecast. Based on your business's current trajectory, you can make adjustments to the forecast.

By diligently monitoring your recruitment agency's financial health, you'll be able to spot potential financial issues, like unexpected cash shortfalls, early on and take corrective actions. Moreover, this practice will enable you to recognize and capitalize on growth opportunities, such as excess cash flow enabling you to expand to new locations.

To secure financing

A detailed business plan becomes a crucial tool when seeking financing from banks or investors for your recruitment agency.

Investing and lending to small businesses are very risky activities given how fragile they are. Therefore, financiers have to take extra precautions before putting their capital at risk.

At a minimum, financiers will want to ensure that you have a clear roadmap and a solid understanding of your future cash flows (like we just explained above). But they will also want to ensure that your business plan fits the risk/reward profile they seek.

This will off-course vary from bank to bank and investor to investor, but as a rule of thumb. Banks will want to see a conservative financial management style (low risk), and they will use the information in your business plan to assess your borrowing capacity — the level of debt they think your business can comfortably handle — and your ability to repay the loan. This evaluation will determine whether they'll provide credit to your recruitment agency and the terms of the agreement.

Whereas investors will carefully analyze your business plan to gauge the potential return on their investment. Their focus lies on evidence indicating your recruitment agency's potential for high growth, profitability, and consistent cash flow generation over time.

Now that you recognize the importance of creating a business plan for your recruitment agency, let's explore what information is required to create a compelling plan.

Need a convincing business plan?

The Business Plan Shop makes it easy to create a financial forecast to assess the potential profitability of your projects, and write a business plan that’ll wow investors.

Writing a recruitment agency business plan requires research so that you can project sales, investments and cost accurately in your financial forecast.

In this section, we cover three key pieces of information you should gather before drafting your business plan!

Carrying out market research for a recruitment agency

Before you begin writing your business plan for a recruitment agency, conducting market research is a critical step in ensuring precise and realistic financial projections.

Market research grants you valuable insights into your target customer base, competitors, pricing strategies, and other crucial factors that can impact the success of your business.

In the course of this research, you may stumble upon trends that could impact your recruitment agency.

You might discover that job seekers in your area may be more interested in certain industries than others. Additionally, research may reveal that job seekers may be more likely to respond to certain types of recruitment tactics than others.

Such market trends play a pivotal role in revenue forecasting, as they provide essential data regarding potential customers' spending habits and preferences.

By integrating these findings into your financial projections, you can provide investors with more accurate information, enabling them to make well-informed decisions about investing in your recruitment agency.

Developing the marketing plan for a recruitment agency

Before delving into your recruitment agency business plan, it's imperative to budget for sales and marketing expenses.

To achieve this, a comprehensive sales and marketing plan is essential. This plan should provide an accurate projection of the necessary actions to acquire and retain customers.

Additionally, it will outline the required workforce to carry out these initiatives and the corresponding budget for promotions, advertising, and other marketing endeavours.

By budgeting accordingly, you can ensure that the right resources are allocated to these vital activities, aligning them with the sales and growth objectives outlined in your business plan.

The staffing and equipment needs of a recruitment agency

As you embark on starting or expanding your recruitment agency, having a clear plan for recruitment and capital expenditures (investment in equipment and real estate) is essential for ensuring your business's success.

Both the recruitment and investment plans must align with the timing and level of growth projected in your forecast, and they require appropriate funding.

Staffing costs for a recruitment agency might include salaries for recruiters, administrative staff, and sales representatives. Equipment costs might include computers, software, telephone systems, and office furniture.

To create a realistic financial forecast, you also need to consider other operating expenses associated with the day-to-day running of your business, such as insurance and bookkeeping.

With all the necessary information at hand, you are ready to begin crafting your business plan and developing your financial forecast.

What goes into your recruitment agency's financial forecast?

The financial forecast of your recruitment agency's business plan will enable you to assess the growth, profitability, funding requirements, and cash generation potential of your business in the coming years.

The four key outputs of a financial forecast for a recruitment agency are:

• The profit and loss (P&L) statement ,
• The projected balance sheet ,
• The cash flow forecast ,
• And the sources and uses table .

Let's look at each of these in a bit more detail.

The projected P&L statement

The projected P&L statement for a recruitment agency shows how much revenue and profits your business is expected to generate in the future.

Ideally, your recruitment agency's P&L statement should show:

• Healthy growth - above inflation level
• Improving or stable profit margins
• Positive net profit

Expectations will vary based on the stage of your business. A startup will be expected to grow faster than an established recruitment agency. And similarly, an established company should showcase a higher level of profitability than a new venture.

The projected balance sheet of your recruitment agency

The balance sheet for a recruitment agency is a financial document that provides a snapshot of your business’s financial health at a given point in time.

It shows three main components: assets, liabilities and equity:

• Assets: are resources owned by the business, such as cash, equipment, and accounts receivable (money owed by clients).
• Liabilities: are debts owed to creditors and other entities, such as accounts payable (money owed to suppliers) and loans.
• Equity: includes the sums invested by the shareholders or business owners and the cumulative profits and losses of the business to date (called retained earnings). It is a proxy for the value of the owner's stake in the business.

Examining the balance sheet is important for lenders, investors, or other stakeholders who are interested in assessing your recruitment agency's liquidity and solvency:

• Liquidity: assesses whether or not your business has sufficient cash and short-term assets to honour its liabilities due over the next 12 months. It is a short-term focus.
• Solvency: assesses whether or not your business has the capacity to repay its debt over the medium-term.

Looking at the balance sheet can also provide insights into your recruitment agency's investment and financing policies.

In particular, stakeholders can compare the value of equity to the value of the outstanding financial debt to assess how the business is funded and what level of financial risk has been taken by the owners (financial debt is riskier because it has to be repaid, while equity doesn't need to be repaid).

The projected cash flow statement

A cash flow forecast for a recruitment agency shows how much cash the business is projected to generate or consume.

The cash flow statement is divided into 3 main areas:

• The operating cash flow shows how much cash is generated or consumed by the operations (running the business)
• The investing cash flow shows how much cash is being invested in capital expenditure (equipment, real estate, etc.)
• The financing cash flow shows how much cash is raised or distributed to investors and lenders

Looking at the cash flow forecast helps you to ensure that your business has enough cash to keep running, and can help you anticipate potential cash shortfalls.

It is also a best practice to include a monthly cash flow statement in the appendices of your recruitment agency business plan so that the readers can view the impact of seasonality on your business cash position and generation.

The initial financing plan

The sources and uses table or initial financing plan is a key component of your business plan when starting a recruitment agency.

It shows where the capital needed to set up the business will come from (sources) and how it will be spent (uses).

This table helps size the investment required to set up the recruitment agency, and understand how risks will be distributed between the business owners, and the financiers.

The sources and uses table also highlights what the starting cash position will be. This is key for startups as the business needs to have sufficient funding to sustain operations until the break-even point is reached.

Now that you have a clear understanding of what will go into the financial forecast of your recruitment agency business plan, let's have a look at the written part of the plan.

Need inspiration for your business plan?

The Business Plan Shop has dozens of business plan templates that you can use to get a clear idea of what a complete business plan looks like.

The written part of a recruitment agency business plan

The written part of a recruitment agency business plan is composed of 7 main sections:

• The executive summary
• The presentation of the company
• The products and services
• The market analysis
• The strategy
• The operations
• The financial plan

Throughout these sections, you will seek to provide the reader with the details and context needed for them to form a view on whether or not your business plan is achievable and your forecast a realistic possibility.

Let's go through the content of each section in more detail!

1. The executive summary

In your recruitment agency's business plan, the first section is the executive summary — a captivating overview of your plan that aims to pique the reader's interest and leave them eager to learn more about your business.

When crafting the executive summary, start with an introduction to your business, including its name, concept, location, how long it has been running, and what sets it apart. Briefly mention the products and services you plan to offer and your target customer profile.

Following that, provide an overview of the addressable market for your recruitment agency, current trends, and potential growth opportunities.

Next, include a summary of key financial figures like projected revenues, profits, and cash flows.

Finally, in the "ask" section, detail any funding requirements you may have.

2. The presentation of the company

As you build your recruitment agency business plan, the second section deserves attention as it delves into the structure and ownership, location, and management team of your company.

In the structure and ownership part, you'll provide valuable insights into the legal structure of the business, the identities of the owners, and their respective investments and ownership stakes. This level of transparency is vital, particularly if you're seeking financing, as it clarifies which legal entity will receive the funds and who holds the reins of the business.

Moving to the location part, you'll offer a comprehensive view of the company's premises and articulate why this specific location is strategic for the business, emphasizing factors like catchment area, accessibility, and nearby amenities.

When describing the location of your recruitment agency, you could highlight the potential for growth, as the area may boast a highly educated population and a booming economy. You could emphasize the easy access to major transportation routes, which could make it easier for potential candidates to reach the agency. Additionally, you might point out the presence of other prominent businesses in the area, which could indicate a strong job market. Finally, you could showcase the area's potential for expansion, as it may offer plenty of land and a dynamic business environment.

Lastly, you should introduce your esteemed management team. Provide a thorough explanation of each member's role, background, and extensive experience.

It's equally important to highlight any past successes the management team has achieved and underscore the duration they've been working together. This information will instil trust in potential lenders or investors, showcasing the strength and expertise of your leadership team and their ability to deliver the business plan.

3. The products and services section

The products and services section of your business plan should include a detailed description of the offerings that your company provides to its customers. 

For example, your recruitment agency may offer job search consulting services to help customers create a successful job search plan that will maximize their chances of success. It might also offer resume and cover letter writing services to ensure customers' documents are both up-to-date and tailored to the relevant job. Finally, it may also provide interview coaching services, to help customers prepare for, and excel in, job interviews. These services are important to help customers succeed in their job search and secure the right job for them.

When drafting this section, you should be precise about the categories of products or services you sell, the types of customers you are targeting and how customers can buy them.

4. The market analysis

When you present your market analysis in your recruitment agency business plan, it's crucial to include detailed information about customers' demographics and segmentation, target market, competition, barriers to entry, and any relevant regulations.

The main objective of this section is to help the reader understand the size and attractiveness of the market while demonstrating your solid understanding of the industry.

Begin with the demographics and segmentation subsection, providing an overview of the addressable market for your recruitment agency, the key trends in the marketplace, and introducing different customer segments along with their preferences in terms of purchasing habits and budgets.

Next, focus on your target market, zooming in on the specific customer segments your recruitment agency aims to serve and explaining how your products and services fulfil their distinct needs.

For example, your target market might include recent college graduates who are seeking their first job after graduation. This segment is likely to be highly motivated and eager to begin their career. Additionally, this segment is likely to be very open to the services that a recruitment agency can provide, such as helping to craft resumes and providing job search assistance.

Then proceed to the competition subsection, where you introduce your main competitors and highlight what sets you apart from them.

Finally, conclude your market analysis with an overview of the key regulations applicable to your recruitment agency.

5. The strategy section

When crafting the strategy section of your business plan for your recruitment agency, it's important to cover several key aspects, including your competitive edge, pricing strategy, sales & marketing plan, milestones, and risks and mitigants.

In the competitive edge subsection, clearly explain what sets your company apart from competitors. This is particularly critical if you're a startup, as you'll be trying to establish your presence in the marketplace among entrenched players.

The pricing strategy subsection should demonstrate how you aim to maintain profitability while offering competitive prices to your customers.

For the sales & marketing plan, outline how you plan to reach and acquire new customers, as well as retain existing ones through loyalty programs or special offers.

In the milestones subsection, detail what your company has achieved thus far and outline your primary objectives for the coming years by including specific dates for expected progress. This ensures everyone involved has clear expectations.

Lastly, in the risks and mitigants subsection, list the main risks that could potentially impact the execution of your plan. Explain the measures you've taken to minimize these risks. This is vital for investors or lenders to feel confident in supporting your venture - try to proactively address any objection they might have.

Your recruitment agency could face the risk of a data breach. An incident such as this could lead to the loss of confidential information held by the agency, which could damage the agency's reputation and lead to financial loss. Your recruitment agency might also face the risk of a legal dispute from a client or a candidate. This could lead to costly legal fees and could have a negative effect on the agency's reputation.

6. The operations section

The operations of your recruitment agency must be presented in detail in your business plan.

The first thing you should cover in this section is your staffing team, the main roles, and the overall recruitment plan to support the growth expected in your business plan. You should also outline the qualifications and experience necessary to fulfil each role, and how you intend to recruit (using job boards, referrals, or headhunters).

You should then state the operating hours of your recruitment agency - so that the reader can check the adequacy of your staffing levels - and any plans for varying opening times during peak season. Additionally, the plan should include details on how you will handle customer queries outside of normal operating hours.

The next part of this section should focus on the key assets and IP required to operate your business. If you depend on any licenses or trademarks, physical structures (equipment or property) or lease agreements, these should all go in there.

You may have key assets such as databases of potential candidates for specific job roles and an extensive network of contacts. These could be considered intellectual property. Additionally, the recruitment agency might have brand recognition and a reputation for placing high-calibre candidates, which could be intangible assets.

Finally, you should include a list of suppliers that you plan to work with and a breakdown of their services and main commercial terms (price, payment terms, contract duration, etc.). Investors are always keen to know if there is a particular reason why you have chosen to work with a specific supplier (higher-quality products or past relationships for example).

7. The presentation of the financial plan

The financial plan section is where we will present the financial forecast we talked about earlier in this guide.

Now that you have a clear idea of what goes in your recruitment agency business plan, let's look at the solutions you can use to draft yours.

What tool should I use to write my recruitment agency's business plan?

There are two main ways of creating your recruitment agency business plan:

• Using specialized business planning software,
• Hiring a business plan writer.

Using an online business plan software for your recruitment agency's business plan

The modern and most efficient way to write a recruitment agency business plan is to use business plan software .

There are several advantages to using specialized software:

• You can easily create your financial forecast by letting the software take care of the financial calculations for you without errors
• You are guided through the writing process by detailed instructions and examples for each part of the plan
• You can access a library of dozens of complete business plan samples and templates for inspiration
• You get a professional business plan, formatted and ready to be sent to your bank or investors
• You can easily track your actual financial performance against your financial forecast
• You can create scenarios to stress test your forecast's main assumptions
• You can easily update your forecast as time goes by to maintain visibility on future cash flows
• You have a friendly support team on standby to assist you when you are stuck

If you're interested in using this type of solution, you can try The Business Plan Shop for free by signing up here .

Need a solid financial forecast?

The Business Plan Shop does the maths for you. Simply enter your revenues, costs and investments. Click save and our online tool builds a three-way forecast for you instantly.

Hiring a business plan writer to write your recruitment agency's business plan

Outsourcing your recruitment agency business plan to a business plan writer can also be a viable option.

These writers possess valuable experience in crafting business plans and creating accurate financial forecasts. Additionally, enlisting their services can save you precious time, enabling you to concentrate on the day-to-day operations of your business.

It's important to be mindful, though, that hiring business plan writers comes with a cost. You'll be paying not just for their time but also for the software they use, and their profit margin.

Based on experience, a complete business plan usually requires a budget of at least £1.5k ($2.0k) excluding tax, and more if revisions are needed after initial meetings with lenders or investors - changes often arise following these discussions.

When seeking investment, be cautious about spending too much on consulting fees. Investors prefer their funds to contribute directly to business growth. Thus, the amount you spend on business plan writing services and other consulting services should be negligible compared to the amount you raise.

Another aspect to consider is that while you'll receive the output of the business plan, you usually won't own the actual document. It will be saved in the consultant's business plan software, which will make updating the plan challenging without retaining the consultant on a retainer.

Given these factors, it's essential to carefully weigh the pros and cons of outsourcing your recruitment agency business plan to a business plan writer and decide what best suits your business's unique needs.

Why not create your recruitment agency's business plan using Word or Excel?

Using Microsoft Excel and Word (or their Google, Apple, or open-source equivalents) to write a recruitment agency business plan is a terrible idea.

For starters, creating an accurate and error-free financial forecast on Excel (or any spreadsheet) is very technical and requires both a strong grasp of accounting principles and solid skills in financial modelling.

As a result, it is unlikely anyone will trust your numbers unless - like us at The Business Plan Shop - you hold a degree in finance and accounting and have significant financial modelling experience in your past.

The second reason is that it is inefficient. Building forecasts on spreadsheets was the only option in the 1990s and early 2000s, nowadays technology has advanced and software can do it much faster and much more accurately.

And with the rise of AI, software is also becoming smarter at helping us detect mistakes in our forecasts and helping us analyse the numbers to make better decisions.

Also, using software makes it easy to compare actuals vs. forecasts and maintain our forecasts up to date to maintain visibility on future cash flows - as we discussed earlier in this guide - whereas this is a pain to do with a spreadsheet.

That's for the forecast, but what about the written part of my recruitment agency business plan?

This part is less error-prone, but here also software brings tremendous gains in productivity:

• Word processors don't include instructions and examples for each part of your business plan
• Word processors don't update your numbers automatically when they change in your forecast
• Word processors don't handle the formatting for you

Overall, while Word or Excel may be viable options for creating a recruitment agency business plan for some entrepreneurs, it is by far not the best or most efficient solution.

• Using business plan software is a modern and cost-effective way of writing and maintaining business plans.
• A business plan is not a one-shot exercise as maintaining it current is the only way to keep visibility on your future cash flows.
• A business plan has 2 main parts: a financial forecast outlining the funding requirements of your recruitment agency and the expected growth, profits and cash flows for the next 3 to 5 years; and a written part which gives the reader the information needed to decide if they believe the forecast is achievable.

We hope that this in-depth guide met your expectations and that you now have a clear understanding of how to write your recruitment agency business plan. Do not hesitate to contact our friendly team if you have questions additional questions we haven't addressed here.

Also on The Business Plan Shop

• How to write a business plan to secure a bank loan?
• Key steps to write a business plan?
• Top mistakes to avoid in your business plan

Do you know entrepreneurs interested in starting or growing a recruitment agency? Share this article with them!

Founder & CEO at The Business Plan Shop Ltd

Guillaume Le Brouster is a seasoned entrepreneur and financier.

Guillaume has been an entrepreneur for more than a decade and has first-hand experience of starting, running, and growing a successful business.

Prior to being a business owner, Guillaume worked in investment banking and private equity, where he spent most of his time creating complex financial forecasts, writing business plans, and analysing financial statements to make financing and investment decisions.

Guillaume holds a Master's Degree in Finance from ESCP Business School and a Bachelor of Science in Business & Management from Paris Dauphine University.

Create a convincing business plan

Assess the profitability of your business idea and create a persuasive business plan to pitch to investors

500,000+ entrepreneurs have already tried our solution - why not join them?

Not ready to try our on-line tool ? Learn more about our solution here

Need some inspiration for your business plan?

Subscribe to The Business Plan Shop and gain access to our business plan template library.

Need a professional business plan? Discover our solution

Write your business plan with ease!

It's easy to create a professional business plan with The Business Plan Shop

Want to find out more before you try? Learn more about our solution here

Business Plan Template for Recruitment

• Great for beginners
• Ready-to-use, fully customizable Subcategory
• Get started in seconds

Recruitment agencies and talent acquisition businesses know that success in the competitive industry hinges on strategic planning. That's where ClickUp's Business Plan Template for Recruitment comes in!

This comprehensive template allows you to outline your recruitment strategies, set objectives, define your target market, project your finances, and establish operational processes. With ClickUp's Business Plan Template for Recruitment, you'll have a roadmap to guide your growth and ensure your business thrives in the ever-changing recruitment landscape.

Don't leave your success to chance. Get started with ClickUp's Business Plan Template for Recruitment today and take your talent acquisition business to new heights!

Business Plan Template for Recruitment Benefits

A business plan template for recruitment offers numerous benefits to recruitment agencies and businesses in the talent acquisition field, including:

• Streamlining operations and ensuring consistency in recruitment processes
• Setting clear objectives and goals for the agency's growth and success
• Identifying target markets and defining strategies to reach and attract top talent
• Creating a financial roadmap, including revenue projections and expense management
• Providing a comprehensive overview of the agency's competitive landscape and positioning
• Guiding decision-making and resource allocation to achieve long-term sustainability and profitability.

Main Elements of Recruitment Business Plan Template

Create a winning business plan for your recruitment agency with ClickUp's Business Plan Template for Recruitment. This comprehensive template includes:

• Custom Statuses: Track progress with statuses like Complete, In Progress, Needs Revision, and To Do, ensuring every task is accounted for in your recruitment business plan.
• Custom Fields: Utilize custom fields such as Reference, Approved, and Section to add relevant information and organize your recruitment strategies, financial projections, and operational processes.
• Custom Views: Access different views like Topics, Status, Timeline, Business Plan, and Getting Started Guide to get a comprehensive overview of your recruitment business plan and easily navigate through different sections.

With ClickUp's Business Plan Template for Recruitment, you can streamline your planning process and set your recruitment agency up for success.

How To Use Business Plan Template for Recruitment

If you're looking to create a business plan for recruitment, ClickUp has a template that can help you get started. Here are four steps to effectively use the Business Plan Template for Recruitment:

1. Define your business objectives

Before you start creating your business plan, clearly define your objectives and goals for your recruitment agency. Are you looking to specialize in a particular industry? Do you want to focus on temporary or permanent placements? Understanding your business objectives will help shape the rest of your plan.

Use Goals in ClickUp to define and track your business objectives for recruitment.

2. Identify your target market

Next, identify your target market and the types of clients and candidates you want to attract. Consider factors such as industries, job levels, geographic locations, and any specialized niches you want to focus on. Understanding your target market will help you tailor your recruitment strategies and services accordingly.

Use the Board view in ClickUp to create columns for different target markets and track your progress in attracting clients and candidates.

3. Develop your marketing and recruitment strategies

Once you have identified your target market, it's time to develop your marketing and recruitment strategies. Consider the channels and platforms you will use to promote your agency, such as social media, job boards, and networking events. Determine how you will attract candidates and clients, and outline your approach to sourcing, screening, and placing candidates.

Use Automations in ClickUp to streamline your recruitment processes and save time on repetitive tasks such as sending follow-up emails or scheduling interviews.

4. Create a financial plan

Lastly, create a financial plan for your recruitment agency. This should include your projected revenue, expenses, and profitability. Consider factors such as fees, commissions, and any additional services you plan to offer. It's also important to set financial goals and milestones to track your progress and evaluate the success of your business.

Use the Gantt chart in ClickUp to create a timeline for your financial goals and milestones, and track your revenue and expenses over time.

By following these steps and using the Business Plan Template for Recruitment in ClickUp, you can create a comprehensive and effective business plan for your recruitment agency. Good luck with your venture!

Get Started with ClickUp’s Business Plan Template for Recruitment

Recruitment agencies and businesses can use the ClickUp Business Plan Template for Recruitment to create a comprehensive roadmap for their growth and success in the competitive recruitment industry.

First, hit “Add Template” to sign up for ClickUp and add the template to your Workspace. Make sure you designate which Space or location in your Workspace you’d like this template applied.

Next, invite relevant members or guests to your Workspace to start collaborating.

Now you can take advantage of the full potential of this template to create your recruitment business plan:

• Use the Topics View to outline and organize the different sections of your business plan, such as objectives, target market, financial projections, and operational processes
• The Status View will help you track the progress of each section, with statuses like Complete, In Progress, Needs Revision, and To Do
• The Timeline View will give you a visual representation of your business plan's timeline, allowing you to set deadlines and milestones
• The Business Plan View provides a comprehensive overview of your entire recruitment business plan, allowing you to easily navigate and review all sections
• The Getting Started Guide View will provide step-by-step instructions and tips on how to use the template effectively
• Utilize the custom fields Reference, Approved, and Section to add additional information and categorize different aspects of your business plan
• Update statuses and custom fields as you progress through each section, ensuring that all team members are aware of the current status and any required revisions
• Regularly review and analyze your business plan to ensure that it aligns with your recruitment agency's goals and objectives
• Business Plan Template for Travel Enthusiasts
• Business Plan Template for Vision Care Professionals
• Business Plan Template for Occupational Therapy
• Business Plan Template for Construction Company
• Business Plan Template for Portfolio Managers

Template details

Free forever with 100mb storage.

Free training & 24-hours support

Serious about security & privacy

Highest levels of uptime the last 12 months

• Product Roadmap
• Affiliate & Referrals
• On-Demand Demo
• Integrations
• Consultants
• Gantt Chart
• Native Time Tracking
• Automations
• Kanban Board
• vs Airtable
• vs Basecamp
• vs MS Project
• vs Smartsheet
• Software Team Hub
• PM Software Guide

Sample Recruitment Business Plan

A sample recruitment business plan revolves around basically three words that describe your business philosophy. 3 min read updated on February 01, 2023

Updated November 2, 2020:

Sample Template for Starting a Recruitment Business

Business Niche

Creating a business plan involves making some decisions upfront. This means choosing a niche. By doing so, you'll be deciding the type of recruitment agency to start and the industry to serve.

Observing Competitors

Observe how your competitors' work provides an excellent opportunity and how its recruitment process works.

Gathering Experience

Starting a recruitment agency requires the experience that a recruiter uses to find the perfect match for a company's needs. Examples of what you need to know include:

• Knowledge of recruiting
• Recruitment strategies
• Personal skills

To acquire the type of experience necessary to operate a recruitment agency, it's recommended that you register with a reputable recruitment agency to experience, firsthand, some basic training in how an agency operates.

Building Skills

Keep in mind that part of a recruiter's job is testing the skills of potential candidates for jobs. So, your own skill level must be up to the task. It's equally important that you're able to recognize someone with potential even though they may not possess a lot of experience. You also need the insight to place the right person in the right position.

Evaluating Start-Up Costs

A recruitment agency isn't a cheap business venture to initially get started. You'll need a checklist of all things needed and the cost of each item. Things to include are staff payroll, marketing, insurance, and basic business expenses.

Researching Recruitment Laws

Study and become familiar with the recruitment laws in your state to ensure you aren't in violation. Each has guidelines that may include requirements for specific industries.

Obtain a Business License

Check with your local city and county office as well as the state to find out if or what type of business license is required to operate a recruitment agency. Obtain the license prior to opening for business.

Research Employment Laws

Laws guiding the rules of employment in each state are also in effect and something you must become familiar with. Examples include laws against discrimination and equal opportunity employment .

Business Location

Select a business location that's visible and easily accessible for clients and job applicants.

Register With Recruiters

Register with other companies as a recruiter. This is a way to bring in business should a company need to fill a position and contact you to fill the position.

Create a Marketing Plan

Create a marketing plan that outlines your business and its services. Make a list of businesses to contact and send a letter of introduction letting owners/managers of these businesses know about your company and what it has to offer. Also, follow up on each letter. Take advantage of the internet and newspapers by placing ads to highlight your business.

Create a Business Website

In today's fast-paced world, having a website is the standard operating procedure. A website is a gateway to advertising job vacancies. It's also a way for potential job seekers to provide resumes and conduct online interviews.

Hire Support Staff

A recruitment agency requires lots of paperwork, and you'll need to hire qualified staff to help with the tasks. This means bringing staff on board who have previous recruitment experience.

Contact insurance companies about purchasing liability insurance for your business.

Business Bank Account

Open a business account that's separate from your personal account for accepting payments for services from clients.

Equipment Necessary for a Recruiting Agency

The office space should include a reception area for greeting applicants and receiving applications. There should also be a conference room where you can conduct interviews. Necessary equipment includes:

• At least one computer.
• Testing software (i.e., printer(s), a fax machine, and a photocopier).
• Reliable internet service.
• Business cards.

Potential Recruiter Salary

On average, a recruitment consultant has the potential to earn between $65,000 and $75,000 annually. Charges for placing a candidate can range between 14 and 20 percent. Charges for your services may be based on a percentage of the candidate's first annual salary. The other option is charging a flat fee to the company you're recruiting for.

If you need help with a sample recruitment business plan, you can post your legal need on UpCounsel's marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.

Hire the top business lawyers and save up to 60% on legal fees

Content Approved by UpCounsel

• How to Start a Business: A Comprehensive Guide for Entrepreneurs
• Starting a Company
• How to Start a Insurance Company
• How Does a Business Operate: Everything You Need To Know
• How To Start a Contract Business
• LLC Checklist
• How to Start a Marketing Business
• How Long Does it Take to Get a Business License
• How to Start an Online Business: Step-by-Step Guide
• Sample of a Good Business Plan

How to write a business plan for a recruitment agency

Table of Contents

Why a business plan is important

Provide direction,  minimise risk , reduce spending, market research , budgeting and financial planning, examples of swot analysis for a recruitment agency, opportunities , how countingup can benefit your recruitment agency.

If you’re looking to start a recruitment agency, you’ll need to create a business plan as any other startup would. Remember, though, that you’ll need to also account for the specific situations that might arise while working in the recruitment industry.

This article will serve as a guide to writing a great business plan for your recruitment agency. We’ll look at what your plan should look like, as well as why a plan is important. The topics we’ll cover include:

There are a few different reasons why you need a business plan before starting a business , but one of the most important is that it will guide your business going forward. Without a plan, no matter how simple the plan is, you’ll likely struggle to develop your business and make effective decisions. 

A business plan doesn’t have to be set in stone — you can adapt it to account for any unique events that affect your recruitment agency. That said, it’s essential to have at least a vague idea of the purpose your business will serve, the potential obstacles you might encounter, and how you’re going to deal with those obstacles.

A business plan is also necessary to minimise the risk you’ll face when starting a recruitment agency . One of the key sections of a business plan is the SWOT analysis, where SWOT stands for strengths, weaknesses, opportunities and threats.

In order to minimise risk effectively, it’s vital that you analyse both the weaknesses of your agency as well as the threats it may face. In doing so, you’ll be able to fix your weak points and avoid potential threats more effectively.

Finally, business plans are important because they provide valuable data for minimising your spending. For example, during your SWOT analysis and financial planning , you may find that you’ve budgeted a large amount of spending to support a part of your business that’s actually very strong. 

In a recruitment agency, this might mean you’ve planned to spend a lot of money on marketing, but your business already has a strong brand because you (as the owner) have many good personal contacts in the industry. In this instance, you can safely reduce your marketing budget and save your business money. 

Thorough market research is the best first step when you’re writing a business plan . Market research means examining the industry your business will exist in, and finding out the needs and preferences of that industry’s consumers.

For a recruitment agency, a key research topic for your business plan would be finding out the impact COVID-19 has had on the market. Many new markets emerged during the pandemic, which you can provide your services to. As the UK is currently recovering from the pandemic, it would also be wise to look into which industries are now recruiting heavily after laying off staff in recent years.

Planning out how you’ll spend your money when starting your agency is also a key part of a good business plan. You need to consider your budget for starting the business as well as how you’ll manage your business finances going forward.

It’s smart to prepare a budget for each section of your business. For instance, you might set aside different amounts for recruiting staff, purchasing business premises, and marketing. Your advertising budget is particularly important when you’re a small business , as you may not be able to rely on personal contacts or existing clients for referrals, so you’ll need to attract clients independently.

Conducting a SWOT analysis is a great way of evaluating your business even after starting up, but it’s particularly helpful when you first put together your business plan. SWOT stands for strengths, weaknesses, opportunities and threats, so a SWOT analysis requires you to think of an example of these for your business. In a recruitment agency, these might be:

As mentioned above, it may be that you have a good reputation because you have a wealth of experience and personal connections in the recruitment industry, so you’ll not need to worry as much about marketing.

Recruitment agencies frequently have to use a lot of software to track their clients’ needs and organise candidate applications. If you’re not very good with technology, you may need to hire staff who are to account for this weakness.

The UK is currently rebounding from the struggles of the COVID-19 pandemic, and this presents a wealth of opportunities for a good recruitment agency.

You need to take immense care when you’re handling people’s personal information, which you’ll often do at a recruitment agency. Sending this information to the incorrect person can have a considerable negative impact on your business, as there is a lot of new legislation regarding privacy. 

Your business plan should include a good amount of financial planning, as tracking your cash flow (your incoming and outgoing cash) is hugely important in any business. 

Countingup is the business current account with built-in accounting software that allows you to manage all your financial data in one app. With features like automatic expense categorisation, invoicing on the go, receipt capture tools, tax estimates, and cash flow insights, you can confidently keep on top of your business finances wherever you are. 

You can also share your bookkeeping with your accountant instantly without worrying about duplication errors, data lags or inaccuracies. Seamless, simple, and straightforward! 

Find out more here .

• Counting Up on Facebook
• Counting Up on Twitter
• Counting Up on LinkedIn

Related Resources

What insurance does a self-employed hairdresser need.

As a self-employed hairdresser, you’re open to risks in your everyday work. Whether

What are assets and liabilities in a business?

Anyone going into business needs to be familiar with assets and liabilities. They

Personal car for business use: How does it work?

Access to a car is a must for most businesses, meaning that travel

Advantages and disadvantages of using personal savings in business

Have you got a new business idea? And are you considering using your

How to pay Corporation Tax

Corporation Tax is the main tax your limited company has to pay every

How long do CHAPS & BACS payments take?

If you are making transfers frequently between banks in the UK, you have

11 common costs of running a business

When running a business, the various costs can quickly add up. If you

How to buy a vehicle through a limited company

Buying a vehicle through a limited company works similarly to how you may

What is a sales strategy? (with example)

When you run a small business, it’s important to consider how you’ll optimise

Preparing business packages for distribution

You may think shipping your product is as easy as popping it in

How to use cloud services for a business

The development of cloud computing is a game changer for businesses big and

How do EU imports and exports work?

In January 2022, the UK introduced new EU imports and exports regulations. If

Staffing Agency Business Plan Template

Staffing agency business plan.

If you want to start a staffing agency, recruiting agency, nurse staffing agency, or temp agency or expand your current one, you need a business plan.

Over the past 20+ years, we have helped over 8,000 entrepreneurs and business owners create business plans to start and grow their staffing agency businesses, employment agencies and recruitment agencies.

How to Write a Staffing Agency Business Plan

Below are links to each section of your staffing agency business plan template:

Next Section: Executive Summary >

Staffing Agency Business Plan FAQs

What is the easiest way to complete my staffing agency business plan.

Growthink's Ultimate Staffing Agency Business Plan Template allows you to quickly and easily complete your Salon Business Plan.

Where Can I Download a Staffing Agency Business Plan PDF?

You can download our staffing agency business plan PDF template here . This is a business plan template you can use in PDF format.

What Is a Staffing Agency Business Plan?

A staffing agency business plan provides a snapshot of your staffing agency as it stands today, and lays out your growth plan for the next five years. It explains your business goals and your strategy for reaching them. It also includes market research to support your plans.

Why Do You Need a Staffing Agency Business Plan?

If you’re looking to start a staffing agency, or grow your existing staffing agency, you need a business plan. A business plan will help you raise funding, if needed, and plan out the growth of your staffing agency business in order to improve your chances of success. Your staffing agency business plan is a living document that should be updated annually as your company grows and changes.

This is true for an employment agency business plan, a recruitment agency business plan, a healthcare staffing agency business plan or a plan for any type of staffing agency.

What Are the Sources of Funding for Staffing Agencies?

With regards to funding, the main sources of funding for staffing agencies are personal savings, credit cards, bank loans and angel investors. With regards to bank loans, banks will want to review your business plan and gain confidence that you will be able to repay your loan and interest. To acquire this confidence, the loan officer will not only want to confirm that your financials are reasonable. But they will want to see a professional plan. Such a plan will give them the confidence that you can successfully and professionally operate a business.

Angel investors are also a common form of funding for staffing agencies. Angel investors are wealthy individuals who will write you a check. They will either take equity in return for their funding, or, like a bank, they will give you a loan. Venture capitalists will not fund a staffing agency. This is because most venture capitalists are looking for extremely fast growth and millions of dollars in return when they make an investment, and staffing agencies, while great businesses, don’t fit this criteria.

STAFFING AGENCY BUSINESS PLAN OUTLINE

• Staffing Agency Business Plan Home
• 1. Executive Summary
• 2. Company Overview
• 3. Industry Analysis
• 4. Customer Analysis
• 5. Competitive Analysis
• 6. Marketing Plan
• 7. Operations Plan
• 8. Management Team
• 9. Financial Plan
• 10. Appendix
• Staffing Agency Business Plan Summary

Other Helpful Business Plan Articles & Templates

Item added to your cart

Here is a free business plan sample for a recruitment agency.

If you're passionate about connecting people with their dream jobs and considering launching your own recruitment agency, you've landed on the perfect page.

In the content that follows, we will present to you a comprehensive sample business plan tailored for a recruitment agency.

As an aspiring entrepreneur, you're likely aware that a strategic business plan is a cornerstone of any successful venture. It serves as a roadmap, guiding you through establishing your mission, objectives, and tactics for your enterprise.

To jumpstart your planning process with ease and precision, you can utilize our recruitment agency business plan template. Additionally, our specialists are on standby to provide a complimentary review and refinement of your plan.

How to draft a great business plan for your recruitment agency?

A good business plan for a recruitment agency must be tailored to the nuances of the staffing and human resources industry.

To start, it's crucial to provide a comprehensive overview of the recruitment market. This includes current statistics and the identification of emerging trends within the industry, as illustrated in our recruitment agency business plan template .

Your business plan should articulate your vision clearly. Define your target market (such as tech startups, healthcare providers, or financial institutions), and establish your agency's unique value proposition (specialization in a certain industry, executive search, temporary staffing, etc.).

Market analysis is a key component. You need to have a thorough understanding of the competitive landscape, industry trends, and the needs of both employers and job seekers.

For a recruitment agency, it's important to outline your service offerings. Describe the types of recruitment services you will provide - permanent placements, contract staffing, headhunting services - and how these will address the hiring challenges faced by your clients.

The operational plan should detail the structure of your agency, including the location, the technology and tools for candidate sourcing and client management, and the recruitment and selection process.

Quality of service is paramount in recruitment. Discuss your approach to candidate vetting, compliance with employment laws, and commitment to ethical practices.

Address your marketing and sales strategy next. How will you build relationships with clients and candidates? Consider your approach to networking, brand building, and leveraging online platforms for visibility.

Having a digital strategy, such as a professional website, online job boards, and a social media presence, is vital in the recruitment industry.

The financial plan is another critical element. It should include your startup costs, revenue projections, operating expenses, and the point at which you expect to break even.

In recruitment, understanding your cash flow is essential, as there can be a delay between placing a candidate and receiving payment. For this, you can refer to our financial forecast for a recruitment agency .

Compared to other business plans, a recruitment agency's plan must focus on the intangible aspects of service delivery, such as building a strong candidate network, maintaining client relationships, and the importance of a skilled internal team.

A well-crafted business plan will not only help you clarify your strategy and operations but also serve as a tool to attract investors or secure loans.

Investors and lenders will look for a solid understanding of the recruitment market, realistic financial projections, and a clear plan for day-to-day operations.

By presenting a comprehensive and substantiated business plan, you showcase your professionalism and dedication to the success of your recruitment agency.

To achieve these goals while saving time, you can complete our recruitment agency business plan template .

A free example of business plan for a recruitment agency

Here, we will provide a concise and illustrative example of a business plan for a specific project.

This example aims to provide an overview of the essential components of a business plan. It is important to note that this version is only a summary. As it stands, this business plan is not sufficiently developed to support a profitability strategy or convince a bank to provide financing.

To be effective, the business plan should be significantly more detailed, including up-to-date market data, more persuasive arguments, a thorough market study, a three-year action plan, as well as detailed financial tables such as a projected income statement, projected balance sheet, cash flow budget, and break-even analysis.

All these elements have been thoroughly included by our experts in the business plan template they have designed for a recruitment agency .

Here, we will follow the same structure as in our business plan template.

Market Opportunity

Market data and figures.

The recruitment industry is a vital component of the global economy, facilitating the connection between employers and potential employees.

As of recent estimates, the global recruitment services market size is valued at over 150 billion dollars, with expectations for continued growth as industries expand and the job market evolves.

In the United States alone, there are thousands of recruitment agencies, contributing to an annual revenue of approximately 150 billion dollars, highlighting the critical role these agencies play in the American labor market.

These statistics underscore the significance of recruitment agencies in supporting business growth and providing essential services for job seekers.

The recruitment industry is experiencing several key trends that are shaping its future.

Technology is playing an increasingly important role, with artificial intelligence and machine learning being used to streamline the recruitment process and improve candidate matching.

There is also a growing emphasis on diversity and inclusion, as companies seek to build more representative workforces and tap into a wider range of talent.

Remote work has become a significant factor, with many agencies now offering services to help businesses find remote employees and manage distributed teams.

Additionally, the gig economy is expanding, leading to a rise in demand for short-term and freelance positions, which recruitment agencies are adapting to accommodate.

Employer branding has become crucial, as companies look to recruitment agencies to help them attract top talent by promoting their culture and values.

These trends indicate how the recruitment industry is evolving to meet the changing needs of the modern workforce and employers.

Success Factors

Several factors contribute to the success of a recruitment agency.

First and foremost, the ability to understand and meet the specific needs of clients and candidates is essential. This includes offering personalized services and maintaining a high-quality talent pool.

Investing in the latest recruitment technologies can provide a competitive edge by enhancing efficiency and the quality of matches between employers and job seekers.

A strong network and industry connections can significantly boost an agency's ability to source candidates and fill positions quickly.

Expertise in niche markets or specialized sectors can also be a differentiator, as clients often look for agencies with a deep understanding of their industry.

Excellent client and candidate service is paramount, as positive experiences lead to repeat business and referrals.

Lastly, adaptability to the changing job market and regulatory environment ensures that a recruitment agency can continue to operate effectively and maintain compliance.

The Project

Project presentation.

Our recruitment agency project is designed to address the evolving needs of the modern workforce and the companies seeking to hire top talent. Situated in a business hub with proximity to corporate offices and tech parks, this agency will specialize in matching qualified candidates with their ideal positions, ranging from tech and finance to creative and healthcare sectors. We will leverage advanced recruitment technologies and methodologies to ensure a precise fit for both employers and job seekers.

The emphasis will be on understanding the unique culture and requirements of each company, as well as the career aspirations and skills of each candidate, to facilitate successful and lasting employment relationships.

This recruitment agency aims to become a trusted partner for businesses and a career ally for professionals, thereby contributing to the growth and success of the local and wider business community.

Value Proposition

The value proposition of our recruitment agency lies in our personalized approach to talent acquisition and our commitment to delivering exceptional matches that benefit both employers and candidates.

Our expertise in sourcing and placing top talent, combined with our dedication to understanding the nuances of various industries, offers a competitive edge to our clients and supports the career progression of our candidates.

We are committed to fostering a dynamic and supportive environment where businesses can find their next star employee and where individuals can take the next step in their professional journey.

Our agency aspires to be more than just a service provider; we aim to be a strategic partner in talent management, contributing to the thriving economy and supporting the professional community.

Project Owner

The project owner is a seasoned recruitment specialist with a keen insight into the complexities of the job market and the challenges faced by employers and job seekers alike.

With a background in human resources and a track record of successful placements across various industries, the owner is dedicated to building a recruitment agency that stands out for its integrity, efficiency, and innovative approach to talent acquisition.

Driven by a vision of connecting people and businesses in meaningful ways, the owner is committed to offering tailored recruitment solutions that contribute to the success of companies and the satisfaction of job seekers.

With a passion for career development and a commitment to excellence, the project owner is the driving force behind this initiative, aiming to transform the landscape of recruitment and make a positive impact on the job market.

The Market Study

Market segments.

The market segments for this recruitment agency are diverse and cater to various needs within the job market.

Firstly, there are companies of all sizes, from startups to large corporations, looking to fill vacancies with the most suitable candidates.

Secondly, the agency serves job seekers ranging from entry-level applicants to experienced professionals seeking new opportunities or career changes.

Additionally, the market includes niche sectors requiring specialized recruitment services, such as IT, healthcare, or executive search.

Lastly, educational institutions and training programs can be a key segment by partnering with the agency to place graduates in relevant positions.

SWOT Analysis

A SWOT analysis of this recruitment agency project highlights several key factors.

Strengths include a robust network of candidates and employers, expertise in talent acquisition, and a strong understanding of market trends.

Weaknesses might involve the challenge of maintaining a high placement success rate and the intense competition from other recruitment agencies and online job platforms.

Opportunities can be found in leveraging technology to improve the recruitment process, expanding into new industries, and offering additional services such as career counseling and training.

Threats may include economic downturns affecting hiring, changes in labor laws, and the rise of in-house recruitment teams and AI-driven recruitment tools.

Competitor Analysis

Competitor analysis in the recruitment industry indicates a highly competitive environment.

Direct competitors include other recruitment agencies, both local and international, as well as online job boards and LinkedIn recruiters.

These competitors strive to offer the most efficient and effective placement services to both employers and job seekers.

Potential competitive advantages include a personalized approach to recruitment, a deep understanding of specific industry needs, and a strong reputation for reliability and success.

Understanding the strengths and weaknesses of competitors is crucial for carving out a unique position in the market and for client acquisition and retention.

Competitive Advantages

Our recruitment agency's competitive edge lies in our personalized and consultative approach to both clients and candidates.

We offer tailored recruitment solutions that align with the specific needs of businesses, and we support job seekers throughout their employment journey to ensure the best fit for both parties.

Moreover, our commitment to staying abreast of industry trends and leveraging cutting-edge recruitment technology sets us apart in the market.

We pride ourselves on our ethical practices, transparency in communication, and our ability to build long-term relationships with our clients, which fosters trust and loyalty to our brand.

You can also read our articles about: - how to start a recruitment agency: a complete guide - the customer segments of a recruitment agency - the competition study for a recruitment agency

The Strategy

Development plan.

Our three-year development plan for the recruitment agency is designed to establish us as a leader in the industry.

In the first year, we will concentrate on building a strong client base and developing relationships with key businesses in various sectors, ensuring a deep understanding of their recruitment needs.

The second year will focus on expanding our services to include specialized recruitment for niche markets and enhancing our candidate training programs to provide more value to our clients.

In the third year, we aim to leverage technology to improve our matching algorithms and expand our reach with remote recruitment services, as well as exploring international partnerships to facilitate global placements.

Throughout this period, we will prioritize client satisfaction, efficient service, and innovative recruitment solutions to adapt to the evolving job market.

Business Model Canvas

The Business Model Canvas for our recruitment agency targets companies looking for top talent and job seekers aiming for their ideal career opportunities.

Our value proposition is delivering personalized recruitment services with a focus on fit and long-term success for both employers and employees.

We operate through a combination of online platforms and direct engagement with clients, utilizing our key resources such as our skilled recruiters and proprietary candidate databases.

Key activities include talent scouting, candidate assessment, and relationship management.

Our revenue streams are derived from successful placement fees, retainer services, and customized HR consulting, while our costs are mainly associated with recruitment operations and marketing efforts.

Access a complete and editable real Business Model Canvas in our business plan template .

Marketing Strategy

Our marketing strategy is centered on building a strong brand reputation and establishing trust with both clients and candidates.

We plan to engage with industry leaders and participate in networking events to increase our visibility. Our content marketing will focus on providing valuable insights into recruitment trends and career development.

We will also develop strategic partnerships with educational institutions and professional associations to access a wider pool of talent.

Utilizing social media, targeted advertising, and referral programs, we aim to expand our reach and attract top candidates and high-profile clients.

Risk Policy

The risk policy for our recruitment agency is designed to mitigate risks associated with talent acquisition, client satisfaction, and data security.

We will implement rigorous vetting processes to ensure the quality of candidates and maintain a high level of service to our clients. Regular training for our staff will ensure compliance with industry standards and legal requirements.

Cost management strategies will be in place to control operational expenses and ensure financial stability.

We will also invest in robust cybersecurity measures to protect sensitive client and candidate data, with comprehensive insurance coverage to manage any potential liabilities.

Why Our Project is Viable

We are confident in the viability of our recruitment agency due to the increasing demand for specialized recruitment services and our commitment to quality and innovation.

With a strategic approach to growth and a focus on adapting to the needs of the job market, we are poised to become a preferred partner for companies and job seekers alike.

We are prepared to make the necessary adjustments to our strategies to achieve our objectives and are excited about the potential to shape the future of recruitment.

You can also read our articles about: - the Business Model Canvas of a recruitment agency - the marketing strategy for a recruitment agency

The Financial Plan

Of course, the text presented below is far from sufficient to serve as a solid and credible financial analysis for a bank or potential investor. They expect specific numbers, financial statements, and charts demonstrating the profitability of your project.

All these elements are available in our business plan template for a recruitment agency and our financial plan for a recruitment agency .

Initial expenses for our recruitment agency include setting up a professional office environment, investing in recruitment software and databases, legal fees for business registration and compliance, training for our recruitment consultants to ensure best practices, as well as costs related to brand creation and launching targeted marketing campaigns to build relationships with clients and job seekers.

Our revenue assumptions are based on a thorough analysis of the local and industry-specific demand for recruitment services, considering the current employment trends and the need for specialized talent acquisition.

We anticipate progressively increasing placements, starting modestly and growing as the reputation of our recruitment agency strengthens.

The projected income statement indicates expected revenues from our placement fees, service charges, and possibly retainer fees, minus the costs of operations (salaries, database subscriptions, office expenses, etc.).

This results in a forecasted net profit crucial for evaluating the profitability of our business over time.

The projected balance sheet reflects assets specific to our business, such as office equipment, software, and liabilities including debts and anticipated expenses.

It shows the overall financial health of our recruitment agency at the end of each period.

Our projected cash flow budget details incoming and outgoing cash flows, allowing us to anticipate our cash needs at any given time. This will help us effectively manage our finances and avoid cash flow problems.

The projected financing plan lists the specific financing sources we plan to use to cover our startup expenses.

The working capital requirement for our recruitment agency will be closely monitored to ensure we have the necessary liquidity to finance our daily operations, including marketing efforts, office maintenance, and salary payments.

The break-even point specific to our project is the level of sales needed to cover all our costs, including startup expenses, and start making a profit.

It will indicate when our business will be profitable.

Performance indicators we will track include the placement success rate, the average time to fill a position, the client retention rate, and the return on investment to measure the effectiveness of our capital invested in the project.

These indicators will help us evaluate the financial health and overall success of our recruitment agency.

If you want to know more about the financial analysis of this type of activity, please read our article about the financial plan for a recruitment agency .

• Choosing a selection results in a full page refresh.
• Opens in a new window.

Recruitment Agency Business Plan

Striking out and setting up your own recruitment agency is an exciting prospect, and there’s never been a better time to do it. With over 31,000 agencies in the UK, the recruitment industry is booming. Despite the profound impact of COVID-19 on the labour market, recruitment is projected to bounce back massively in 2024, so now is the perfect time to seize the opportunity and open your own agency.

Pre-pandemic, the recruitment industry generated over £42.3 billion in the UK alone, and recruitment agencies and firms are predicted to grow substantially in the next 3-5 years.

It’s clear that there is huge revenue potential in the recruitment industry. However, to stand out from the crowd, you’ll need a great recruitment agency business plan. This will give you the strategy and understanding of the industry you need to succeed.

So, where should you start? Our guide will take you through each individual step in making your own business plan. We’ll take you through marketing strategy, pricing structure and management, all of which are crucial to the success of your recruitment agency. As a new business owner, there will be a lot to take in, but with our recruitment agency business plan, you’ll have the ultimate guide to take you forward.

Is opening a recruitment agency for you?

• How much does it cost to open a recruitment agency in the UK?

What's included in our recruitment agency business plan?

• Your free sample recruitment agency business plan template

Summary and recap

As we’ve already mentioned, there is great potential in the UK for recruiters, and the turnover could be really significant. However, with the popularity of the industry comes a lot of high level competition.

Before you do anything else, you should be clear on who your competitors are, who your clients will be and how you will reach them, as well as fees you might have to pay whilst setting up.

You should start with a business plan. You can use it to gather and collate all of your resources, ideas and research.

You should consider things like:

• How many large recruitment agencies operate in the area (Adecco, Impellam, Reed etc.?)
• How many local recruitment agencies operate in the area?
• Is there likely to be any existing brand loyalty in the area?

How much does it cost to start a recruitment agency in the UK?

The average start-up costs to set up a recruitment agency in the UK vary considerably. More expensive start-ups will cover the costs of leasing premises, employing staff, buying equipment and any insurance you might need.

Key costs of starting your recruitment agency include:

• £12 to register your company, and £30 a month for details such as creating a website, designing a unique brand, setting up a LinkedIn company page and advertising jobs.
• You could also pay for added extras such as LinkedIn Premium and a CRM (Customer Relationship Management), a system which manages interactions with customers through data analysis, to win you as much business as possible.

However, there are ways to set up a recruitment agency without having to pay out thousands at first. By starting out as the sole employee, and even working from home, you can reduce costs to a bare minimum. All you really need is your home PC, mobile phone, some basic web tools and an internet connection.

With this in mind, a recruitment agency business plan is the best way to prepare yourself and plan for any financial obligations from the very start. We can also help you to figure out how to raise the capital you need for your business, based on your current financial situation.

We’ll take you through every step you’ll need to take to start your recruitment agency. It’s important to remember that if you plan to secure funds from a bank, it’s essential your business plan is as rigorous as it can be.

Included within our recruitment agency business plan, we offer:

• A fully completed recruitment agency business plan
• Break-even analysis (12-month analysis)
• Complete business plan guide
• Business plan template (.doc and .PDF)
• Financial planning wizard

Along with that, we’ll offer you a further 25 (at least) ways to market your recruitment agency for free. All of this is at your fingertips.

Download now for only £49

In this guide, we’re going to take you through an outline for a recruitment agency business plan, detailing what you should include within each section, and things you should consider when pitching your business to investors.

However, please remember this is only a guide. When writing your business plan for your own recruitment agency, make sure to take your time and work through everything in scrupulous detail.

When it comes to a business plan, the more thorough the better. You can never over-plan when it comes to a business start-up.

Step 1: Executive summary

Imagine you are pitching your business to an investor, what would you say? Remember that banks and investors will have seen thousands of previous pitches, so you really need to stand out to grab their attention. Putting serious thought and effort into your executive summary will be well worth it.

Make sure to think about these three things:

• Keep your language clear, concise and easy to read. Make it short and sweet.
• What makes you stand out from other recruitment agencies?
• Why should they be confident they will get their money back?

Remember, this is your opportunity to convince investors of your business’ credentials. Keep it positive, clear and easy to understand. Don’t get drawn into detailed descriptions or explanations, and avoid technical terms and jargon. Go out and grab their attention.

Step 2: Company overview

The company overview is your chance to properly introduce yourself and your business. You can give your potential investors a more detailed insight into how you plan to make sure your recruitment agency is a success.

Always remember, your focus should be on why investors should choose to put money into your recruitment agency, and why they should believe they’ll make a return on their investment.

You can consider including the following ideas in your company overview:

• What previous experience do you have managing a business
• What made you decide to start a recruitment agency?
• How will you stand out from your competition?
• Exactly who are your target clients? Do you have an ideal customer?
• What is your current financial status?

You need to show that you have a good understanding of the recruitment industry. Let them know the extent of your knowledge of the current market, how you expect it to change, and how your company is suited to thrive in the future.

You should think like a business person and don’t give your investors any reason to doubt your command of the subject.

Some other things to consider include:

• How you plan to expand your recruitment agency in the future.
• Your local market and competition.
• How is your application different to the others your investors have seen?

Basically, the goal of your company overview is to deliver a complete outline of your recruitment agency to your potential investors. Make sure to include facts and figures, and show off all your skills and expertise.

Feel overwhelmed? Not sure where to start? We’ve done all of the hard work for you.

Instant download for £49

Step 3: Management and key personnel

A business is only as good as the people behind it. To really make your recruitment agency a success, you’ll need the support of a great team. In the management and key personal section of your plan you should detail your management, staff, and plans for further growth.

Remember to include:

• Staff members and their roles at the agency
• The previous experience of your staff
• Your staff salaries
• Do you plan to bring new people into the business? If so, when? How many? And what kind of salaries will they be paid?

This section really doesn’t need to be too long or complicated. All investors want to know is that you have a solid management structure and that you’ve made some plans for expansion in the future where necessary. As long as you’ve shown this, you’ll be just fine.

Step 4: External analysis (market research)

It’s crucial to have a strong understanding of your market before launching your start-up. It will help you recognise opportunities for your company to benefit from, and identify threats before they can damage your business.

Make sure you know the competition. What will make you stand out from them?

In this section you’ll also need to look into your target market, and how you’ll attract them over the competition. You should try to make this as detailed as possible, so that investors can see the focus of your agency. Being too vague might lead potential backers to believe you haven’t put much thought into it.

Who’s going to use your recruitment agency? (your target market)

Are you going to focus on recruiting in one particular industry? Or perhaps you’re going to specialise in junior or graduate roles? You need to know who your clients will be so you can tailor your marketing and branding to suit them.

Some things that you should think about include:

• How will you get the attention of clients?
• How much will you charge your clients?
• What will make them choose you over other competitors?
• How can you gain their loyalty?

How many recruitment agencies operate in your area?

In order to attract business you’ll have to stand out from other recruitment agencies that operate in the same region. How do you plan to separate yourself from your competition? Investors might be concerned about market saturation, and you need to prove to them that your agency has more to offer than any other around you.

Some things you can think about:

• How much do you know about your competitors?
• How many large recruitment agencies operate in your area?
• What are the average costs of employing a recruitment agency?
• Do they specialise in any particular industry? How does this compare with your own business?

Put yourself in the shoes of your ideal customer. What is going to make them choose you over another agency?

Step 5: your business objectives

Your business is going to need to have objectives, both for the short term and the long term. These objectives should be an outline to potential investors of what you are expecting to achieve over a time-frame.

Think about where you want your company to be after a month, then six months, a year and even five years. Don’t go crazy though. Ambition is good, but you shouldn’t be suggesting your business is going to become a giant of the industry after the first couple of years, as you will just come across as naive.

You should try to use the S.M.A.R.T criteria to keep track of your objectives.

Your S.M.A.R.T Criteria are:

If you still need some help coming up with objectives, you can consider some of the following:

• How big is the market you’re targeting?
• How do you plan to reach that market?
• How many clients do you expect to have after the first two months?
• How much revenue do you expect after the first six months?

Along with each objective you should provide a plan, as to how you expect them to be achieved.

Step 6: Services, equipment and amenities

By giving a detailed list of all the equipment you need to start your recruitment agency, investors will be able to see what their money is paying for.

This will depend very much on the scale of your planned agency. It would be possible to start by working from home with just your home PC and personal mobile phone. But if you’re thinking bigger, some items and services you should think about would include:

• Office space, along with desks and chairs
• Work Mobiles and mobile contracts

Be realistic in this section. You don’t need twenty PCs if you’re only employing a handful of staff. There’s no point in overspending.

Step 7: Financial forecasting and financial projections

This is the section where we crunch the numbers. Financial forecasting is probably the most important part of your business plan, as you can prove to investors that they will get some return on their investment.

This might be the trickiest and most time consuming part of the whole plan, but it is essential to do it properly.

You’re going to have to show your potential backers how you’ll recuperate the money they’ve invested. How much can you make per client? How many clients will you have?

The fundamentals you’ll need to provide:

• Sales forecast
• Expense budget
• Cash-flow statement

There are a whole lot of things you’ll need to budget for. Some of those might include:

• Purchase estimations
• Hiring costs

If possible, don’t restrict yourself to just one avenue of revenue. Diversifying your income sources will make investors feel much more comfortable with their investment.

We’ve taken all of the hard work out of planning the finances for your recruitment agency. Download your recruitment agency business plan template instantly below.

Instant download

Step 8: Funding

Do you already have existing financial support? Your investors will need to know how much start-up capital you have, and where it’s coming from. You need to let them know whether you’re using money from your own pocket, or whether you have investments from some other backer.

You might have received funding in the form of:

• Personal loans
• Partners or sponsors
• Family and/or friends

Be completely clear about where your money is coming from. Don’t hide anything from your investors.

You also need to be explicit about how much money you need, both now and in the future. You should also detail to investors how you’ll be spending it, whether it’s for equipment, renting premises or paying staff.

At the same time, don’t ask for more than you need, as it’s only likely to put investors off

Your free sample recruitment agency plan

If this is all still seeming a bit overwhelming, you might like to take a look at a small template we provide for a recruitment agency business plan. This can get you started and help you to come up with some of your own ideas.

Included in this template, you’ll get:

• An example of your executive summary
• Products/services on offer
• Staff and management structure

Download .doc here

Launching your own business is a scary prospect. The recruitment industry is already a busy market, but there’s plenty of demand for it and forecasts anticipate its boom to continue. There are over 31,000 recruitment agencies in the UK, with a combined value of over £42.3 billion.

By creating a detailed and clear business plan, you’re giving yourself the best chance of success. You’ll be able to start out knowing you’ve considered every aspect of the business. Investors love an in-depth business plan, so remember: the more detail the better. With our experience, you can kick-start your agency with confidence.

Download the Software

Complete recruitment agency business planning package.

Customer Testimonials

“I needed to put together a long-term business plan to cover all aspects of my new venture. I read a lot of books and attended courses, but I was struggling. Then I came across Teneric and suddenly it was all there in a format I could use and in terminology I could understand. After that, it was plain sailing to the Business Department at my local HSBC Bank”

Jill Shilcock, Managing Director, SEAS Education Advisory Service Limited.

“I wanted ideas for the type of information that needed covering in a business plan, and this gave me a template for the document I submitted to the bank. The business loan we were after was approved. If you have never written a business plan before, then I would recommend your product. It was very straightforward and offered some good advice.”

Gordon Mitchell, UK

“I needed a business plan quickly. The template was easy to use, just fill in the blanks on the wizard and refer to the help guide if I wasn't sure. Your system is good value, and I would recommend them to everyone needing a plan. Attached is the basic plan I threw together in a day for the bank. They specifically wanted cash flow projections, and the Excel spreadsheets were really what I was after from your product.”

John Waterhouse, UK

Recruitment software built for the new way of hiring

Streamline recruitment from acquire to hire ->

Automatically pinpoint top performers fast ->

Kick-off onboarding before day one ->

Hire elite healthcare teams that elevate patient care ->

Medium to Large

Recruit, run, and grow a winning team with Elevatus

Recruit the best educators for your school

Financial Services

Secure the best finance professionals fast

Build public sector teams that you can trust

+ View all industries

Build a Successful Recruitment Plan with Our Proven Template [FREE]

September 21, 2023

Reem Al-Tamimi

Content Writer

Turn top talent to employees fast

Hire, assess, onboard and manage top talent for every job. See how Elevatus streamlines everything; from acquire to new hire.

Don't miss a thing!

Stay one step ahead. Subscribe and get the latest updates, news, and insights from Elevatus straight to your inbox.

Is your organization prepared to tackle the recruitment challenges in the upcoming year, or have you been winging it whenever a new position opens up? 

If you’ve been going with the flow, it’s the perfect moment to establish a solid recruitment plan.

No more scrambling to fill unexpected job openings or realizing you’re engaging candidates without leadership support. We’ve got your back with a straightforward and free recruitment plan template that enhances efficiency and ensures you’re never compromising.

Forget about the headache of last-minute hiring. Now, it’s time for a proactive, well-prepared approach. Ready to shape the ultimate recruitment plan? Stick around as we walk you through the process!

Why Does Every Company, Irrespective of Its Size, Need a Recruitment Plan?

Have you pondered the importance of a meticulously designed recruiting plan? Surprisingly, every company, no matter its size, stands to gain from implementing a recruitment strategy. This strategy equips your HR personnel and hiring managers with a systematic set of actions to follow when a job becomes available, fostering uniformity across the organization. Did you know that 60% of applicants abandon a job application halfway due to its overwhelming length and intricacy?

Recruitment plans serve as invaluable tools in assessing candidates consistently and can be promptly adjusted in response to shifts in company policies or the introduction of novel hiring strategies. Beyond this, utilizing a recruitment plan that’s transparent can amplify your ability to attract high-quality candidates, as it portrays your company as well-organized and committed to a fair selection process.

By having a recruitment plan, you’re essentially fortifying your hiring process, ensuring that no matter the company’s size, there’s a structured approach in place. This not only streamlines the process but also instills confidence in both your internal team and prospective hires. In the dynamic landscape of recruitment, a well-crafted plan serves as a dependable compass guiding your company toward effective and successful hiring endeavors.

Your Guide to a Strong Recruitment Blueprint

Crafting a recruitment plan might seem complex, but it’s incredibly valuable for companies of all sizes. Ever wondered how to create a killer recruitment plan? You’re in for a treat. Whether you’re going solo or collaborating with HR experts, this plan is your guide to hitting those hiring goals. Let’s dive into the simple steps:

• Define Clear Recruitment Goals: Set specific, measurable, achievable, realistic, and time-bound (SMART) recruitment goals. Whether it’s hiring a certain number of employees within a period or addressing skills gaps, well-defined goals provide direction.
• Anticipate Future Hiring Needs: Project the company’s hiring needs for the upcoming year, considering retirements, promotions, and potential vacancies due to leave. This aids in proactive planning and budgeting.
• Outline Ideal Employee Qualities: Identify qualities aligning with your company’s culture and success. This list helps during candidate evaluation, ensuring a suitable fit.
• Strategize Sourcing Methods: Develop a multifaceted sourcing strategy – job boards, recruiters, fairs, and more. Casting a wide net increases the chances of finding the right candidates.
• Refine the Hiring Process: Streamline your hiring process to identify, interview, and select candidates effectively. Diversify interview panels and use technology for fairer assessments.
• Allocate a Reasonable Budget: Allocate a budget for recruiting, from finding candidates to their onboarding . Review and adjust spending as needed.
• Monitor and Adapt: Continuously monitor the plan’s effectiveness. Seek feedback from stakeholders, including new hires, and make adjustments based on trends and tech advancements.

Creating a successful recruitment plan demands a proactive approach and ongoing evaluation. By implementing a well-structured strategy, your organization can attract top talent and improve the recruitment process, leading to long-term success and growth.

Your Ultimate Recruitment Plan Template for Building a Stellar Team

[Business Name or Department]

Prepared by [Name], [Job Title]

Recruitment Goals

This recruitment plan aims to achieve the following goals for the business:

• [Provide a bulleted list of the business’ SMART recruitment goals.]

Positions to Fill

• [Provide a bulleted list of the positions you plan on filling using the recruitment plan. You may also list the reasons for the recruitment need and other known details such as the weekly working hours and approximate salary.]

Target Candidates

Based on the business goals and culture, we plan to recruit candidates with the following qualities:

• [Provide a bulleted list of the qualities sought for vacant positions.]

Talent Sourcing Methods

We plan to connect with candidates using the following methods:

• [Provide a bulleted list of the talent-sourcing methods you plan to use.]

Applicant Evaluation Methods

We plan to assess potential candidates using the following methods:

• [Provide a bulleted list of the methods for assessing candidates for vacant positions.]

Estimated Annual Recruiting Budget

We estimate spending $[Total] on recruiting in the next financial year, based on our estimate of hiring [Number of new recruits] new employees. We expect any additional hires to cost the business around [estimate per employee] each. The recruitment budget breaks down as follows:

• [Provide a bulleted list or table of recruitment expenses and their estimated value.]

Feel free to adapt this template to your specific needs and use it as a foundation for creating a robust recruitment plan tailored to your organization’s objectives and goals.

A real-life example of a recruitment plan

Recruitment Plan for ABC Tech Solutions

Date: August 27, 2023,

Prepared by: Jane Doe, HR Manager

This recruitment plan aims to achieve the following goals for ABC Tech Solutions:

• Hire three skilled software engineers within the next three months to support ongoing product development.
• Fill one vacant project manager position within six weeks to oversee upcoming client projects.
• Software Engineer (x3): These roles are required to strengthen our development team to meet project deadlines. Weekly working hours are 40, with an approximate salary range of $70,000 – $90,000.
• Project Manager (x1): This position is essential for maintaining client satisfaction and ensuring smooth project execution. Weekly working hours are 40, with an approximate salary range of $90,000 – $110,000.

Based on ABC Tech Solutions’ goals and culture, we plan to recruit candidates with the following qualities:

• Software Engineers: Strong problem-solving skills, proficiency in Java and Python, and ability to work collaboratively in a fast-paced environment.
• Project Manager: Excellent communication skills, proven leadership in managing software projects, adept at managing client relationships.
• Online job boards: Posting job listings on platforms such as LinkedIn and Indeed.
• Recruitment agencies: Collaborating with specialized IT recruitment agencies to access a wider talent pool.
• Employee referrals: Encouraging current employees to refer potential candidates from their networks.
• Technical assessment: Conduct coding tests and technical interviews to evaluate software engineers’ skills.
• Behavioral interviews: Engaging project manager candidates in situational and behavioral interviews to gauge their leadership abilities.

We estimate spending $60,000 on recruiting in the next financial year, based on our estimate of hiring four new employees. We expect any additional hires to cost the business around $15,000 each. The recruitment budget breaks down as follows:

• Online job board listings: $10,000
• Recruitment agency fees: $20,000
• Interviewing and assessment costs: $15,000
• Employee referral incentives: $5,000
• Miscellaneous expenses: $10,000

This recruitment plan is designed to help ABC Tech Solutions attract and select the best candidates for our software engineering and project management positions. It ensures a systematic approach to hiring while aligning with our company’s growth goals and objectives.

Empower Your Plan with Cutting-edge Software

Optimizing your recruitment plan with the right software boosts efficiency. This tool seamlessly integrates with leading technology providers, enabling you to post jobs on numerous global job boards with a single click.

By automating applicant tracking, the software saves you time and ensures a structured approach. It uses advanced AI to rank candidates based on qualifications, helping you identify the best fit quickly.

Plus, collaboration becomes seamless as the software centralizes team communication and evaluations. Whether you’re centralizing or decentralizing HR core functions, the software streamlines all recruiting processes for your entire organization.

Are you ready for the best part? Customization shines here. Automated hiring workflows, personalized templates, and designated recruiters for each category simplify the process while promoting fairness.

Moreover, you can involve recruiting agencies, benefit from verified background checks, and enjoy unlimited hiring processes. This software is your ally in simplifying tasks, improving collaboration, and refining your hiring strategy. It empowers your recruitment plan with technology, making it efficient, informed, and aligned with your goals.

You may also like...

Discover Recruitment Analytics with EVA-REC:...

"Data is power" – a phrase that becomes more relevant...

April 18, 2024

Press Releases

Elevatus Appoints Nadin Zureikat as...

LONDON, United Kingdom, April 17th, 2024  -- Elevatus, a global...

April 17, 2024

Talent Acquisition

Adapting to Talent Acquisition Trends...

Adapting to talent acquisition trends can feel overwhelming. You're implementing...

April 16, 2024

The Do’s and Don’ts of...

Here's a challenging reality: A lot of companies aim for...

April 1, 2024

What's trending

From Qatayef to KPIs: 12...

The holy month is upon us, which means...

The High Cost of a...

The hiring process is a crucial part of...

The Battle of Talent Acquisition...

As businesses expand and evolve, they often face...

Recruiting Metrics & KPIs

Candidate Conversion Rate: The Power...

Managing a team of recruiters can sometimes lead...

Considering a Comeback? Remember the...

Ever thought of welcoming a familiar face back...

All Formats

Table of Contents

10+ recruitment business plan templates in google docs | pdf | ms word | pages, 1. recruitment business plan template, 2. professional recruitment business plan, 3. hr recruitment business plan, 4. recruitment business services plan, 5. company recruitment business plan, 6. recruitment business plan example, 7. learner recruitment business plan, 8. developing recruitment business plan, 9. recruitment business plan in pdf, 10. recruitment market business plan, 11. formal recruitment business plan, how to make a recruitment business plan, what is a perfect business plan, how can you make a recruitment service business plan, plan templates.

A recruitment business plan is one of the necessities for a company. It does not just help you to map and strategize, but also helps the investors conjecture whether the company is worth putting money on or not. A clear and focused recruitment business plan makes things run smoothly and efficiently. A recruitment business plan includes several components like the marketing plan , the budget plan , and it also makes the company hire the top people among the lot.

• Google Docs

Create the Cover Page

Executive summary, company overview and products and services, market analysis and strategy, budget and financial plan, step 1: company overview, step 2: services to be offered and market analysis, step 3: execution, step 4: management and personnel, step 5: financial plan, more in plan templates, sample recruitment agency tri-fold brochure template, recruitment scorecard template, hr recruitment calendar template, recruitment tool evaluation hr template, recruitment source effectiveness metrics hr template, transport and logistics recruitment budget spreadsheet template, recruitment partnerships proposal hr template, recruitment event compliance document hr template, sample recruitment advertisement plan template, internal recruitment policy template.

• 7+ Financial Plan Templates
• 10+ Operational Plan Templates
• 9+ Training Plan Templates
• 5+ Shooting Schedule Template
• 11+ School Counselor Lesson Plan Templates in PDF | Word
• 9+ Interdisciplinary Lesson Plan Templates in PDF | MS Word
• 10+ Business Continuity Plan Templates in Google Docs | Ms Word | Pages | PDF
• 18+ Compensation Plan Templates in Google Docs | MS Word | Pages | PDF
• 10+ Executive Bonus Plan Templates in PDF
• 8+ Facility Management Plan Templates in PDF
• 10+ Diversity Recruitment Plan Templates in PDF | MS Word
• 11+ Audit Corrective Action Plan Templates in MS Word | Excel | PDF
• 9+ Recruitment Agency Marketing Plan Templates in PDF
• 10+ Recruitment Marketing Plan Templates in PDF | MS Word
• 10+ Student Recruitment Plan Templates in PDF | MS Word

File Formats

Word templates, google docs templates, excel templates, powerpoint templates, google sheets templates, google slides templates, pdf templates, publisher templates, psd templates, indesign templates, illustrator templates, pages templates, keynote templates, numbers templates, outlook templates.

18+ SAMPLE Recruitment Strategic Plan in PDF

Recruitment Strategic Plan

18+ sample recruitment strategic plan, what is a recruitment strategic plan, sample recruitment strategies , tips for building a recruitment strategic plan, how to create a recruitment strategic plan, what is a strategic recruiting plan, what are the strategic recruiting stages, what is the most effective recruitment strategy.

Recruitment Strategic Plan Template

Recruitment and Retention Strategic Plan

Basic Recruitment Strategic Plan

Board Recruitment Strategy Plan

Recruitment and Retention Strategic Plan Report Summary

Recruitment and Employment Strategic Plan

Printable Recruitment Strategic Plan

Staff Recruitment and Retention Intervention Strategic Site Plan

Recruitment and Outreach Strategic Plan

Officials Recruitment and Retention Strategic Plan

Recruitment Strategic Plan For Students

Active Recruitment and Retention Strategic Plan

Athletic Programs Recruitment Success Strategic Planning

Standard Recruitment Strategic Plan

Recruitment Committee Report Strategic Planning For Admission

Faculty Recruitment Strategic Plan

Recruitment and Manpower Strategic Plan

Formal Recruitment Strategic Plan

Simple Recruitment Strategic Plan

Step 1: establish the goals, step 2: assess the company’s needs, step 3: plot a recruitment calendar, step 4: include a tracking tool  , share this post on your network, file formats, word templates, google docs templates, excel templates, powerpoint templates, google sheets templates, google slides templates, pdf templates, publisher templates, psd templates, indesign templates, illustrator templates, pages templates, keynote templates, numbers templates, outlook templates, you may also like these articles, 5+ sample investment company business plan in pdf.

What do you do when you have tons of spare cash lying around your home or burning a hole in your wallet or expensive jeans pocket? For some people, the…

41+ SAMPLE Unit Plan Templates in PDF | MS Word

As a teacher, you might know about every school policy, the steps to keep classrooms safe for intellectual development, how to set up an organized classroom, and the proposed…

browse by categories

• Questionnaire
• Description
• Reconciliation
• Certificate
• Spreadsheet

Information

• privacy policy
• Terms & Conditions