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How To Develop A Contingency Plan For Staff Shortages

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Staffing contingency plans are top of mind for manufacturers today due to the tight labor market and a skills shortage that's only expected to get worse. In fact, the U.S. Manufacturing skills gap could leave as many as 2.1 million jobs unfilled by 2030, nearly 78 million manufacturing employees are expected to retire in the United States over the next 10 years, and according to the National Manufacturing Institute, 82% of manufacturing CEO's say the skills gap will affect their ability to service customers. 

On top of an industry already struggling with labor challenges, the shift in the labor market from the COVID-19 pandemic that started in March of 2020 and continues in 2022 with the latest variant, Omicron, has left companies scrambling to hire and retain talent. As a result, it's more important than ever, for companies to have contingency plans for staffing shortages, and may even get worse with pending vaccine mandates. 

Manufacturers today are finding themselves in situations where traditional staffing models are not cutting it and they're being forced to think outside of the box when it comes to talent. Businesses today need strategic contingency plans to solve personnel shortages when local staffing agencies aren't able to support their evolving needs and contingency plans for supply chain disruptions that continue to impact their operations . 

For businesses that have their own production backlogs or those looking to solve their supplier backlogs impacting their operations, companies like MADI that specialize in contingency planning and provide contingency staff  solutions specifically for staff shortages. Traditionally, this service has been used during labor disputes -- for when a union workforce goes on strike or is involved in a lockout at their facility -- but as it turns out, this method for sourcing workers nationwide and quickly mobilizing experienced workforces across the country is a PERFECT solution for staff shortages and skills gaps .  

Why consider a staffing contingency plan for labor shortages?

Companies have traditionally relied upon regular local staffing agencies to fill in these staffing gaps, but these agencies are experiencing the same hiring challenges as the businesses they're servicing. A lack of available candidates often results in staffing agencies delivering unskilled and under-qualified candidates creating setbacks such as longer training periods, high turnover, and increased costs -- which is not a recipe for achieving operational stability and catching up on production backlogs. 

USA map

If you were to draw a circle around your plant with a 50-mile radius, how many EXPERIENCED manufacturing workers would there be? Of those, how many would be unemployed or employed and looking for a new job? Much less. The labor market is tight and there are more open jobs than there are people looking for them -and as a result it's creating a war for talent. When your Human Resources and Talent Acquisition teams are putting their hands up in the air because they don't know what else to do to source talent, it's time to reconsider how you're sourcing talent to match the changing labor market and gig economy. 

How To Develop A Contingency Plan For Staff Shortages & Skills Gaps 

The main components of a business continuity plan typically include a business impact analysis, recovery strategies, plan development, and testing/exercising. This same process can also be applied to workforce planning and contingency plan development for critical staff shortages. 

Business Impact Analysis (BIA)

A business impact analysis predicts the consequences of a disruption of a business function and process and gathers information needed to develop recovery strategies. In the case of staffing shortages, consider the impact of: 

  • Delayed sales
  • Increased expenses such as overtime, outsourcing, expediting costs, etc. 
  • Contractual penalties 
  • Customer loss 

You'll also want to consider timing, duration, operational and financial impacts. When would a worker shortage have the biggest impact on your business -- during your busy season or at the end of a particular month or quarter? This will help you determine when it's time to start considering implementing your staffing contingency plan. 

Recovery Strategies 

Recovery strategies include alternate means to restore business operations to a minimum acceptable level following disruptions such as machinery breaking down, utility outages, supply chain interruptions, and natural or man-made disasters. In the case of a worker shortage, however, this may include overtime for full-time employees and a mix of traditional staffing agencies or a contingency staffing service. 

In the current labor market companies are finding that temporary agencies are having the same trouble finding labor and they're supplying under-qualified workers which increases training time and causes high turnover and increased costs. When traditional staffing agencies aren't delivering the quantity or quality of temporary staffing you need and desire, then bringing in labor from outside the area with the help of a national contingency staffing provider may be required. 

Featured Podcast: Addressing Staffing Issues In A Post Pandemic World

What Is Contingency Staffing?

Contingency staffing refers to temporary workers who supplement a company's permanent workforce and usually work under a contract for a fixed period of time on a specific project. This is different from temporary workers who may show up for a few days or weeks. There is also contingency staffing that includes traveling workforces -- where the staffing agency temporarily relocates workers to a project site to help a company fill in large-scale staffing gaps, ramp up during peak seasons, or provide operational stability during times of crisis such as the ongoing pandemic.  

Contingency staffing companies are typically used when a company needs to fill open positions quickly. By sourcing their talent nationwide, these companies can respond more quickly, with more workers, and with a more skilled workforce than a traditional staffing agency can.

The pandemic has increased the demand for traveling contingency workforces, so response times have increased and can vary between job categories and industries. It's best to be proactive about reaching out to companies like MADI to find out what their deployment schedule looks like, what the timing would be if you needed their services, and to get on their deployment schedule in advance before your staffing need is more urgent. 

For example, turnaround time can vary depending upon skill sets and the number of personnel needed such as skilled CNC Machinists and Welders as opposed to Assembly workers or Machine Operators. Determine what might be a realistic ask for your business needs -- what if you need to add a shift of 100+ assembly workers to your operations or 50 Machine Operators. Download our free staff shortage contingency planner to prioritize your skilled trades and production roles and identify potential staffing gaps. 

Then speak with a contingency staffing vendor about your potential needs and the type of support they could provide to your organization if needed moving forward.  Some questions to ask and consider include: 

  • How quickly can a team be on-site after a request is made?
  • Who would onboard the temporary workforce? 
  • How many people can our management team actually intake and train at once? 
  • Would you need to ramp up the workforce over several weeks?
  • Will the temporary staff work on the same shift or across different shifts? 
  • What are the costs to mobilize a team to my facility or facilities? 

Contingency Plan Development 

If you're in a position where you're concerned that a staff shortage could have a severe impact on your business, then it's important to put together the right team and gain management approval. If a company has never used contingency/travel labor before it can be a hurdle to get the entire team on board; however, in today's changing labor climate companies must shift their mindset and talent strategies to overcome unpredictable labor shortages, increased customer demand, and skills gaps. 

Who Should Be Involved With The Contingency Planning Process? 

The main roles that are frequently involved with this type of planning and execution are Human Resources/Talent Acquisition, Operations as well as Executive Leadership such as the CEO, CFO, or COO. The roles can differ from organization to organization and can change with the size of the company. 

Small to medium size companies may include human resources, operations, and executives/owners of the business. For enterprise companies, regional and/or corporate human resources and operations may be involved as well as the key leadership from the facility that is in need of temporary staff.

As a rule of thumb, you'll want to include critical stakeholders that will be working directly with the temporary staff and overseeing the project. Everyone involved should be on the same page with regard to expectations, timelines, and project management to ensure overall success. 

Testing & Exercises 

A critical component of any staffing contingency plan is testing and exercises of the plan. If your organization is skeptical about using a contingency staffing vendor or concerned that the level of talent provided will be no different from what's being provided by local staffing agencies then the best thing to do is test the service by bringing in a small group of workers. 

Maybe you anticipate increased customer demand next year, but have a small need at a facility now -- test it and bring in a small group in now. Or maybe you have an urgent need for support at multiple sites -- you could and should start by deploying personnel to one site first to prove proof of concept.

By working with the service provider you'll learn how everything works from employee selection, and onboarding to project management and billing. If your potential need is 100 temporary workers, for example, start with a small group of 15 or 20 people, and if all is going well ramp up by adding groups of 20 until you reach your desired staffing level. 

Why Use Contingency Staff Over Traditional Staffing?

A key difference between a contingency staffing agency that relocates workers to your plant and a staffing agency providing temporary staff from the local market is the contingency planning expertise and project management. With executive management oversight and field supervision to coordinate logistics, onboarding, and ensure the workforce arrives as a group on time each day prior to their scheduled shift -- the efficiency, reliability, and productivity are unmatched. 

Another critical difference between traditional staffing agencies and contingency staffing agencies such as MADI  is the size of the labor pool. Sourcing candidates from across the entire United States opens up the available resource pool for access to larger groups of workers, more skilled candidates, and enables rapid deployment of workforces for urgent staffing situations.

Imagine being able to hire EXPERIENCED manufacturing workers from a national talent pool without the restriction of a 50-mile radius around your plant. Imagine being able to have 50, 100, or 200+ EXPERIENCED production and skilled trades workers on-site within two weeks, regardless of your location. This is much faster than the average time to fill skilled production worker positions these days,  which is 93 days, according to the 2018 Deloitte and The Manufacturing Institute Skills Gap and Future of Work Study . 

Why Access Talent From A National Labor Pool

Local vs National Labor Pool

Rather than leaving production lines down or critical positions unfilled such as CNC Machinists, Welders, and Maintenance Techs, more companies are turning to contingency staff because they're able to hire experienced workers that can step right into their operations, acclimate quickly, and ramp up production efficiently. 

Quickly Ramp Up Manufacturing Operations

Even Fortune 500 companies offering great pay and benefits are having trouble filling their factories with full-time employees these days. Add to that, a situation where there is an unexpected spike in demand, how can a company ramp up manufacturing? Finding hundreds of workers locally to add another shift to their operations is nearly impossible, never mind doing so quickly.  

This is where contingency plan development and a contingency staffing vendor to help become critical -- because it's a controlled mobilization, an efficient onboarding process, and continued hands-on project management throughout the project to ensure operational stability.  

Workforce Agility 

In today's rapidly changing business environment and talent market, it's more important than ever for businesses to remain agile and that goes well beyond technology delivery. We're in a new phase of workforce innovation right now and with increased competition, shrinking product life cycles, and evolving customer interests, so companies must be able to alter their direction and adjust quickly.

In today's labor market, forward-thinking companies are shifting their mindset on talent, considering different staffing strategies, preparing staff contingency plans, and deploying workforces to their facilities across the country in order to maintain their competitive advantage. 

Finding Skilled Welders From All Over The United States

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Traditional staffing methods are not enough for modern companies whose needs are constantly changing. In such unexpected circumstances as the COVID-19 pandemic, companies need alternative methods and strategies for sourcing labor to keep operations running. In today’s competitive market, they can’t afford their brand to be harmed by any backlogs.

Apart from such situations as a pandemic, contingency staffing can help your business during, for example, busy seasons, times of low unemployment, after-disaster time, or when unexpected customer orders come in. Basically, it can help you in any labor shortage or skills gap issue as it provides you with qualified temporary workers right away.

BIA stands for a business impact analysis, and it helps to determine what consequences a particular business function’s disruption may cause. Furthermore, it involves collecting all the data necessary for creating efficient recovery strategies. Such factors as, for instance, lost and delayed sales, contractual penalties, and customer losses.

Recovery strategies are the methods that should be used to restore your business operations to at least a minimum satisfactory level in critical situations.  They are crucial in labor shortages, natural or human-made disasters, utility outages, and many other difficult circumstances.

It may happen that a company is not convinced about the idea of using contingency staffing services. In such a case, it’s beneficial to test our services with a small group of personnel first.  Namely, you don’t have to request a huge number of temporary workers from the start. Instead, we can bring you just a small group and show it to you that they can work effectively.

One of our biggest advantages is that we have access to a national talent pool. Our workers don’t have any problems with traveling to any location within the United States, so we can easily find a workforce with any qualifications you need, usually within two weeks.

The present business environment is evolving very quickly, so it is more significant than ever before for companies to stay agile. With so many competitors on the market and with the constantly appearing innovations, it is essential to be able to adapt to changes.  Thanks to contingency staffing services, you will be able to adjust to any circumstances and avoid huge financial losses in the case of some unexpected difficulties.

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Blog Business

7 Business Continuity Plan Examples

By Danesh Ramuthi , Nov 28, 2023

Business Continuity Plan Examples

A business continuity plan (BCP) is a strategic framework that prepares businesses to maintain or swiftly resume their critical functions in the face of disruptions, whether they stem from natural disasters, technological failures, human error, or other unforeseen events.

In today’s fast-paced world, businesses face an array of potential disruptions ranging from cyberattacks and ransomware to severe weather events and global pandemics. By having a well-crafted BCP, businesses can mitigate these risks, ensuring the safety and continuity of their critical services and operations.

Responsibility for business continuity planning typically lies with top management and dedicated planning teams within an organization. It is a cross-functional effort that involves input and coordination across various departments, ensuring that all aspects of the business are considered.

For businesses looking to develop or refine their business continuity strategies, there are numerous resources available. Tools like Venngage’s business plan maker and their business continuity plan templates offer practical assistance, streamlining the process of creating a robust and effective BCP. 

Click to jump ahead: 

7 business continuity plan examples

Business continuity types, how to write a business continuity plan, how often should a business continuity plan be reviewed, business continuity plan vs. disaster recovery plan, final thoughts.

In business, unpredictability is the only certainty. This is where business continuity plans (BCPs) come into play. These plans are not just documents; they are a testament to a company’s preparedness and commitment to sustained operations under adverse conditions. To illustrate the practicality and necessity of these plans, let’s delve into some compelling examples.

Business continuity plan example for small business

Imagine a small business specializing in digital marketing services, with a significant portion of its operations reliant on continuous internet connectivity and digital communication tools. This business, although small, caters to a global clientele, making its online presence and prompt service delivery crucial.

Business Consultant Continuity Plan Template

Scope and objective:

This Business Continuity Plan (BCP) is designed to ensure the continuity of digital marketing services and client communications in the event of an unforeseen and prolonged internet outage. Such an outage could be caused by a variety of factors, including cyberattacks, technical failures or service provider issues. The plan aims to minimize disruption to these critical services, ensuring that client projects are delivered on time and communication lines remain open and effective.

Operations at risk:

Operation: Digital Marketing Services Operation Description: A team dedicated to creating and managing digital marketing campaigns for clients across various time zones. Business Impact: High Impact Description: The team manages all client communications, campaign designs, and real-time online marketing strategies. An internet outage would halt all ongoing campaigns and client communications, leading to potential loss of business and client trust.

Recovery strategy:

The BCP should include immediate measures like switching to a backup internet service provider or using mobile data as a temporary solution. The IT team should be prepared to deploy these alternatives swiftly. Additionally, the company should have a protocol for informing clients about the situation via alternative communication channels like mobile phones.

Roles and responsibilities:

Representative: Alex Martinez Role: IT Manager Description of Responsibilities:

  • Oversee the implementation of the backup internet connectivity plan.
  • Coordinate with the digital marketing team to ensure minimal disruption in campaign management.
  • Communicate with the service provider for updates and resolution timelines.

Business Continuity and Disaster Recovery Plan Template

Business continuity plan example for software company

In the landscape of software development, a well-structured Business Continuity Plan (BCP) is vital. This example illustrates a BCP for a software company, focusing on a different kind of disruption: a critical data breach.

Business Continuity Plan Template

Scope and objectives:

This BCP is designed to ensure the continuity of software development and client data security in the event of a significant data breach. Such a breach could be due to cyberattacks, internal security lapses, or third-party service vulnerabilities. The plan prioritizes the rapid response to secure data, assess the impact on software development projects and maintain client trust and communication.

Operation: Software Development and Data Security Operation Description: The software development team is responsible for creating and maintaining software products, which involves handling sensitive client data. In the realm of software development, where the creation and maintenance of products involve handling sensitive client data, prioritizing security is crucial. Strengthen your software development team’s capabilities by incorporating the best antivirus with VPN features, offering a robust defense to protect client information and maintain a secure operational environment. The integrity and security of this data are paramount.

Business Impact: Critical Impact Description: A data breach could compromise client data, leading to loss of trust, legal consequences and potential financial penalties. It could also disrupt ongoing development projects and delay product releases.

The IT security team should immediately isolate the breached systems to prevent further data loss. They should then work on identifying the breach’s source and extent. Simultaneously, the client relations team should inform affected clients about the breach and the steps being taken. The company should also engage a third-party cybersecurity firm for an independent investigation and recovery assistance.

Representative: Sarah Lopez Role: Head of IT Security Contact Details: [email protected] Description of Responsibilities:

  • Lead the initial response to the data breach, including system isolation and assessment.
  • Coordinate with external cybersecurity experts for breach analysis and mitigation.
  • Work with the legal team to understand and comply with data breach notification laws.
  • Communicate with the software development team leaders about the impact on ongoing projects.

Business Continuity Plan Templates

Related: 7 Best Business Plan Software for 2023

Business continuity plan example for manufacturing

In the manufacturing sector, disruptions can significantly impact production lines, supply chains, and customer commitments. This example of a Business Continuity Plan (BCP) for a manufacturing company addresses a specific scenario: a major supply chain disruption.

Business Continuity Plan Template

This BCP is formulated to ensure the continuity of manufacturing operations in the event of a significant supply chain disruption. Such disruptions could be caused by geopolitical events, natural disasters affecting key suppliers or transportation network failures. The plan focuses on maintaining production capabilities and fulfilling customer orders by managing and mitigating supply chain risks.

Operation: Production Line Operation Description: The production line is dependent on a steady supply of raw materials and components from various suppliers to manufacture products. Business Impact: High Impact Description: A disruption in the supply chain can lead to a halt in production, resulting in delayed order fulfillment, loss of revenue and potential damage to customer relationships.

The company should establish relationships with alternative suppliers to ensure a diversified supply chain. In the event of a disruption, the procurement team should be able to quickly switch to these alternative sources. Additionally, maintaining a strategic reserve of critical materials can buffer short-term disruptions. The logistics team should also develop flexible transportation plans to adapt to changing scenarios.

Representative: Michael Johnson Role: Head of Supply Chain Management Contact Details: [email protected] Description of Responsibilities:

  • Monitor global supply chain trends and identify potential risks.
  • Develop and maintain relationships with alternative suppliers.
  • Coordinate with logistics to ensure flexible transportation solutions.
  • Communicate with production managers about supply chain status and potential impacts on production schedules.

Related: 15+ Business Plan Templates for Strategic Planning

BCPs are essential for ensuring that a business can continue operating during crises. Here’s a summary of the different types of business continuity plans that are common:

  • Operational : Involves ensuring that critical systems and processes continue functioning without disruption. It’s vital to have a plan to minimize revenue loss in case of disruptions.
  • Technological : For businesses heavily reliant on technology, this type of continuity plan focuses on maintaining and securing internal systems, like having offline storage for important documents.
  • Economic continuity : This type ensures that the business remains profitable during disruptions. It involves future-proofing the organization against scenarios that could negatively impact the bottom line.
  • Workforce continuity : Focuses on maintaining adequate and appropriate staffing levels, especially during crises, ensuring that the workforce is capable of handling incoming work.
  • Safety : Beyond staffing, safety continuity involves creating a comfortable and secure work environment where employees feel supported, especially during crises.
  • Environmental : It addresses the ability of the team to operate effectively and safely in their physical work environment, considering threats to physical office spaces and planning accordingly.
  • Security : Means prioritizing the safety and security of employees and business assets, planning for potential security breaches and safeguarding important business information.
  • Reputation : Focuses on maintaining customer satisfaction and a good reputation, monitoring conversations about the brand and having action plans for reputation management.

Business Continuity Planning Templates

As I have explained so far, a Business Continuity Plan (BCP) is invaluable. Writing an effective BCP involves a series of strategic steps, each crucial to ensuring that your business can withstand and recover from unexpected events. Here’s a guide on how to craft a robust business continuity plan:

Business Continuity And Disaster Recovery Plan Template

1. Choose your business continuity team

Assemble a dedicated team responsible for the development and implementation of the BCP. The team should include members from various departments with a deep understanding of the business operations.

2. Outline your plan objectives

Clearly articulate what the plan aims to achieve. Objectives may include minimizing financial loss, ensuring the safety of employees, maintaining critical business operations, and protecting the company’s reputation.

3. Meet with key players in your departments

Engage with department heads and key personnel to gain insights into the specific needs and processes of each department. This helps in identifying critical functions and resources.

4. Identify critical functions and types of threats

Determine which functions are vital to the business’s survival and identify potential threats that could impact these areas. 

5. Carry on risk assessments across different areas

Evaluate the likelihood and impact of identified threats on each critical function. This assessment helps in prioritizing the risks and planning accordingly.

6. Conduct a business impact analysis (BIA)

Perform a BIA to understand the potential consequences of disruption to critical business functions. It has to be done in determining the maximum acceptable downtime and the resources needed for business continuity.

7. Start drafting the plan

Compile the information gathered into a structured document. The plan should include emergency contact information, recovery strategies and detailed action steps for different scenarios.

8. Test the plan for any gaps

Conduct simulations or tabletop exercises to test the plan’s effectiveness. This testing can reveal unforeseen gaps or weaknesses in the plan.

9. Review & revise your plan

Use the insights gained from testing to refine and update the plan. Continual revision ensures the plan remains relevant and effective in the face of changing business conditions and emerging threats.

Read Also: How to Write a Business Plan Outline [Examples + Templates]

A Business Continuity Plan (BCP) should ideally be reviewed and updated at least annually. 

The annual review ensures that the plan remains relevant and effective in the face of new challenges and changes within the business, such as shifts in business strategy, introduction of new technology or changes in operational processes. 

Additionally, it’s crucial to reassess the BCP following any significant business changes, such as mergers, acquisitions or entry into new markets, as well as after the occurrence of any major incident that tested the plan’s effectiveness. 

However, in rapidly changing industries or in businesses that face a high degree of uncertainty or frequent changes, more frequent reviews – such as bi-annually or quarterly – may be necessary. 

A Business Continuity Plan (BCP) and a Disaster Recovery Plan (DRP) are two crucial components of organizational preparedness, yet they serve different functions. The BCP is aimed at preventing interruptions to business operations and maintaining regular activities. 

It focuses on aspects such as the location of operations during a crisis (like a temporary office or remote work), how staff will communicate and which functions are prioritized. In essence, a BCP details how a business can continue operating during and after a disruption​​​​.

On the other hand, a DRP is more specific to restoring data access and IT infrastructure after a disaster. It describes the steps that employees must follow during and after a disaster to ensure minimal function necessary for the organization to continue. 

Essentially, while a BCP is about maintaining operations, a DRP is about restoring critical functions, particularly IT-related, after a disruption has occurred​

It’s clear that having a robust and adaptable business continuity plan (BCP) is not just a strategic advantage but a fundamental necessity for businesses of all sizes and sectors. 

From small businesses to large corporations, the principles of effective business continuity planning remain consistent: identify potential threats, assess the impact on critical functions, and develop a comprehensive strategy to maintain operations during and after a disruption.

The process of writing a BCP, as detailed in this article, underscores the importance of a thorough and thoughtful approach. It’s about more than just drafting a document; it’s about creating a living framework that evolves with your business and the changing landscape of risks.

To assist in this crucial task, you can use Venngage’s business plan maker & their business continuity plan templates . These tools streamline the process of creating a BCP, ensuring that it is not only comprehensive but also clear, accessible and easy to implement. 

recruitment business continuity plan

Business continuity planning: Explained

Business continuity planning (BCP) is a critical aspect of any organization's operational strategy, including those in the recruitment industry. It is a proactive planning process that ensures critical services or products are delivered during a disruption. In the context of recruitment, it involves creating systems of prevention and recovery to deal with potential threats to a company, such as a sudden shortage of talent, changes in labor laws, or economic downturns.

BCP in recruitment is about ensuring that the recruitment process continues smoothly, even in the face of unexpected disruptions. This involves identifying potential risks, preparing for them, and establishing protocols to minimize their impact. The ultimate goal is to enable the organization to continue its operations at an acceptable level of functionality, regardless of the circumstances.

Understanding Business Continuity Planning

Business continuity planning is a broad term that encompasses several different aspects of an organization's operations. It's not just about disaster recovery, although that's certainly a part of it. It's about ensuring that all aspects of the business can continue to function in the face of disruption, from the supply chain to customer service to recruitment.

In the context of recruitment, business continuity planning might involve creating a pool of potential candidates that can be tapped into in the event of a sudden staffing shortage, or establishing relationships with external recruitment agencies that can help fill gaps in the workforce. It could also involve setting up remote work protocols for recruiters in the event of a physical disruption to the office environment, such as a natural disaster or pandemic.

Importance of BCP in Recruitment

Recruitment is a critical function of any organization, responsible for attracting, selecting, and appointing suitable candidates for jobs. Without a robust recruitment process, an organization may struggle to find the talent it needs to drive its operations and achieve its strategic objectives. This is where business continuity planning comes in.

By planning for potential disruptions to the recruitment process, organizations can ensure that they are always able to attract and hire the talent they need. This can be particularly important in industries where there is a high demand for specific skills, or where there is a high turnover rate. In such cases, a disruption to the recruitment process could have serious consequences for the organization's ability to function effectively.

Key Components of BCP in Recruitment

There are several key components to consider when developing a business continuity plan for recruitment. First and foremost is risk assessment. This involves identifying potential threats to the recruitment process and assessing their likelihood and potential impact. This could include anything from a sudden shortage of skilled candidates, to changes in labor laws, to a natural disaster that disrupts the physical recruitment process.

Once potential risks have been identified, the next step is to develop strategies to mitigate these risks. This might involve creating a pool of potential candidates, establishing relationships with external recruitment agencies, or setting up remote work protocols for recruiters. The goal is to ensure that the recruitment process can continue to function effectively, even in the face of disruption.

Implementing Business Continuity Planning in Recruitment

Implementing a business continuity plan in recruitment involves several steps. The first step is to conduct a business impact analysis. This involves identifying the functions and related resources that are critical to the recruitment process, and assessing the potential impact of a disruption to these functions.

Once the critical functions have been identified, the next step is to develop strategies to manage the risks associated with these functions. This might involve creating a pool of potential candidates, establishing relationships with external recruitment agencies, or setting up remote work protocols for recruiters. The goal is to ensure that the recruitment process can continue to function effectively, even in the face of disruption.

Conducting a Business Impact Analysis

A business impact analysis is a critical part of the business continuity planning process. It involves identifying the functions and related resources that are critical to the recruitment process, and assessing the potential impact of a disruption to these functions. This might involve conducting interviews with key stakeholders, reviewing historical data, or conducting simulations to assess the potential impact of a disruption.

The goal of a business impact analysis is to identify the potential impact of a disruption to the recruitment process, and to prioritize the functions and resources that are most critical to the process. This information can then be used to develop strategies to manage the risks associated with these functions.

Developing Risk Management Strategies

Once the critical functions and resources have been identified, the next step is to develop strategies to manage the risks associated with these functions. This might involve creating a pool of potential candidates, establishing relationships with external recruitment agencies, or setting up remote work protocols for recruiters.

The goal of these strategies is to ensure that the recruitment process can continue to function effectively, even in the face of disruption. This might involve creating contingency plans, establishing backup systems, or developing protocols for managing disruptions. The specific strategies will depend on the nature of the risks identified during the business impact analysis.

Testing and Updating the Business Continuity Plan

Once a business continuity plan has been developed, it's important to test it to ensure that it will work as intended in the event of a disruption. This might involve conducting simulations or drills, or reviewing the plan with key stakeholders to ensure that everyone understands their roles and responsibilities.

It's also important to update the plan regularly to ensure that it remains relevant and effective. This might involve reviewing the plan annually, or whenever there are significant changes to the organization or the recruitment process. The goal is to ensure that the plan remains effective in the face of changing circumstances.

Conducting Simulations and Drills

Conducting simulations and drills is a critical part of testing a business continuity plan. These exercises allow organizations to assess the effectiveness of their plan in a controlled environment, and to identify any potential weaknesses or gaps in the plan. This can be particularly important in the context of recruitment, where a disruption to the process could have serious consequences for the organization's ability to attract and hire the talent it needs.

Simulations and drills can take many forms, from tabletop exercises where participants walk through the plan step by step, to full-scale drills where the plan is put into action. The goal is to ensure that everyone involved in the recruitment process understands their roles and responsibilities in the event of a disruption, and that the plan works as intended.

Updating the Business Continuity Plan

Just as important as testing the business continuity plan is updating it regularly. This is because the risks and vulnerabilities that an organization faces can change over time, as can the resources and capabilities available to manage those risks. Regular updates ensure that the plan remains relevant and effective in the face of changing circumstances.

Updates to the business continuity plan might involve reviewing the plan annually, or whenever there are significant changes to the organization or the recruitment process. This could include changes in labor laws, changes in the competitive landscape, or changes in the organization's strategic objectives. The goal is to ensure that the plan remains effective in the face of these changing circumstances.

Business continuity planning is a critical aspect of any organization's operational strategy, including those in the recruitment industry. By planning for potential disruptions to the recruitment process, organizations can ensure that they are always able to attract and hire the talent they need, regardless of the circumstances.

Implementing a business continuity plan in recruitment involves conducting a business impact analysis, developing risk management strategies, and regularly testing and updating the plan. By taking these steps, organizations can ensure that their recruitment process remains robust and resilient, even in the face of unexpected disruptions.

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How to Keep Your Recruitment Agency Running During a Coronavirus Outbreak

The spread of COVID-19 has already had significant impacts on the global economy – but this is only the beginning. Many businesses, having to scale back operations, are wondering how and if they’ll recover. The recruitment industry is facing particular challenges during this time, as face-to-face interviews are no longer possible with social distancing measures. Additionally, fewer candidates are applying for jobs. Applications have decreased by 19 percent in January as compared to January 2019; there was a 47 percent dip in February compared to February 2019.

Despite these limitations, recruitment agencies can stay up and running. Like all businesses, your recruitment company should have a business continuity plan to shape your response to exceptional circumstances like the coronavirus outbreak. A good plan should minimise the impact of the pandemic on your staff and IT infrastructure. It should also protect your corporate reputation, reduce financial impact, and enable your agency to return to normal again as soon as possible.

What Steps Can You Take to Keep Your Recruiting Agency Running?

Along with implementing your business continuity plan, there are actionable steps recruitment agencies can take to mitigate the effects of the coronavirus outbreak. These are:

1)            Organise, manage, and help your employees

2)            Stay connected

3)            Continue daily tasks

4)            Utilise the cloud to share and access files

5)            Reimagine how you work and manage risk

Organise, Manage, and Help Your Employees

The coronavirus outbreak has popularised the already growing trend of remote working. Although social distancing has pushed many companies to implement teleworking, the demand was there before – and it’s projected to grow by 30 percent by 2030.

Remote working, however, poses problems for the recruitment industry. For professionals that rely on in-person interviews and travel, homebound work might seem limiting. But this pandemic presents recruiters with more opportunities than they realise. Candidates who were previously unavailable for interviews are now at home, ready to take your video conference call.

As a company, you’ll have to give your recruiters the right infrastructure to work remotely. If they’re accustomed to business travel, then they probably already have secure company devices to work from. If not, apps such as LogMeIn and TeamViewer can facilitate secure remote access. You’ll also want to ensure your recruitment staff have the proper bandwidth on their home networks to conduct normal operations. Some companies sell WiFi hotspots to businesses that could meet this need.

Stay Connected

One of the most important ways to carry on operations for any business is keeping employees connected and updated. And as a recruiting agency, you want your recruiters to stay connected to your clients and prospective candidates. Internal channels and chat groups are great ways to keep your team up to date, as well as to facilitate productivity while everyone’s working remotely.

You can also leverage messaging apps when communicating with job candidates. Nobody likes the uncertainty that comes with the hiring process – that state of limbo is 10 times worse during a crisis. Right now it’s essential to close the information loop with prospective hires, so they aren’t left with even more ambiguity than they already have.

Free messaging apps like WhatsApp help you stay connected, as well as video conferencing software like Zoom. During a crisis, it’s also wise to consider using an emergency mass notification system for your agency. With software like Crises Control or Desk Alerts, you can configure crucial updates that are sent out to your team.

Continue Daily Tasks

Another important factor for business continuity is completing the same work you normally would, as closely as you can manage. Most recruiters and headhunters can do their jobs remotely, thanks to video conferencing software and other digital tools. Ensure your staff can still do their jobs effectively by setting them up with the right apps and programmes. If you’re a larger recruiting agency, you might require staff to access your network to retrieve files. With services like Remote Desktop Services and Citrix Workspace, employees can easily access the company’s network remotely.

If you want your employees to continue their tasks as effectively as possible, you’ll also have to allow for more flexible schedules. Working from home can present difficulties for some staff members, who now have to balance their home and professional life much more delicately. When handling care for children or family members, who are also stuck at home, standard work schedules might not be possible. While you should provide for and encourage your recruiting staff to complete the same daily tasks, you should expect and allow different working hours.

Utilise the Cloud to Share and Access Files

Migrating to the cloud is one of the best ways to digitally transform your recruitment agency’s IT. Many cloud solutions are available, whether you need storage, management, or computing. By saving your files and even running your IT network in the cloud, you can eliminate the need for physical servers in your office space. You can also choose from among several subscription-based plans with cloud services, paying for only the features you need.

For teams that have recently become remote as a result of the coronavirus pandemic, cloud services are the most logical option for keeping up productivity. Popular choices for businesses include Dropbox, OneDrive, and G Suite to store and manage files. If your recruiting agency uses Microsoft Office products, you can continue to do so with the web-based Office 365. If you need to send large files to a team member, you can also use secure transfer apps like WeTransfer.

Reimagine How You Work and Manage Risks

During a crisis, one of the most important things you can do for your business continuity is reducing risks and vulnerabilities. Being forced to adapt your operations quickly and for a seemingly indefinite period might draw your attention away from crucial risk management procedures.

One such measure is moving critical functions like your customer relationship management system, accounting, and vital data to the cloud. With essential operations secure and remotely accessible, you can focus more on the day-to-day running of your recruitment agency during the coronavirus outbreak. Now is also a good time to review your insurance policies concerning events and business trips. If you’re planning a hiring event or your recruiters normally travel a great deal for meeting with clients, these will be cancelled – or possibly become virtual, in the case of the hiring event. Check that financially with these change of plans. Services like International SOS and WorldAware can help you manage your business travellers.

Wrapping Up – Check Your Business Continuity Plan

With these five actionable steps, you’re already on your way to a functioning, crisis-mode recruitment company. But carrying out these steps won’t be enough to secure your agency in the long term. For that, you need to review your business continuity plan. If you haven’t updated it in a while and aren’t sure it’ll be relevant during the coronavirus outbreak, you’re not alone.

Fortunately, groups like the London IT support company Amazing Support are providing free audits of business continuity plans . By visiting their website, you can access their free tool, as well as receive their advice for your business continuity. Don’t let the pandemic bring your recruiting agency to a grinding halt. With the right steps and IT resources, you can see your business through this crisis.

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David Share

David Share - Director at Amazing Support has held positions as Operations Director and Head of IT in legal and professional firms for more than 10 years. He is a Director and co-owner of Amazing Support, an Award-Winning, Microsoft Silver & Cyber Essentials accredited specialist managed IT Support and Cyber Security Company.

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Trends in Business Continuity and the Impact on HR Leaders

Anthony Maggio

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business continuity

The workforce is forever changed. The way we do our work now requires business leaders to maintain continuous communication across the organization, creating a need for planning and preparation.

Human resource leaders have been tasked with rethinking and reorganizing their office environment for a post-COVID-19 world. Even more important is the strategic work of reconsidering the evolution of the workforce and how work gets done. Organizations that plan and develop back-to-office strategies based on trust and transparency can make the return safe and rewarding while driving loyalty and engagement with their employees.

This article explores critical business continuity trends from an HR leader's viewpoint.

Business continuity trends for HR leaders in 2021 and beyond

The pandemic has caused many organizations to review and update their business programs based on the current business climate and conditions. To become more resilient, HR leaders must be prepared to simultaneously manage several critical phases of any crisis—prepare, respond, recover, and become resilient.

Trend #1: Flexible and adaptive planning

A trend toward flexible and adaptive planning has continued to heighten. General business practices, specifically HR management processes, have evolved to align with work-from-anywhere adjustments as the traditional office workforce moves to a more distributed labor model. The sudden shift abandoning the traditional office environment led to employee engagement and morale challenges from extended remote working. In turn, distributed workforces without property security protocols created new vulnerabilities for employers with more unwelcome opportunities for cyberattacks, as criminals preyed upon poor network security at employees' homes.

Trend #2: Renewed emphasis on employee well-being

The impact of the recent pandemic presents many challenges for both business managers and HR professionals. However, those challenges also present opportunities to think about how businesses effectively communicate with their teams, maintain the security and sustainability of remote operations, and sharpen their enterprise focus on health and well-being.

Trend #3: Simultaneous business disruptions are on the rise; testing can help businesses prepare for any disruption

An increased focus on risk management, regulation, and compliance has pushed organizations in regulated industries to revise their business plans to avoid penalties and fines. However, to create a company-wide culture of preparedness and threat resilience, all organizations must establish a unified business continuity testing strategy.

Conducting a test based on a simultaneous threat scenario is another definitive way to prepare your workforce and business operations for the unexpected, as well as reassure your employees that you are ready for any challenge that comes your way.

Trend #4: Effective and timely incident management and crisis communication are essential

A good plan fails if you can't communicate through the process. Organizations of all sizes must consider, plan for, and prepare multiple methods to communicate with employees, vendors, and customers about a disaster situation. When traditional voice communications and telecommunications are impaired, consider alternative systems such as emergency notification software so that everyone has access to the latest information.

Managing and motivating a distributed workforce

Most organizations have made a transition to remote work. While many people believe remote work is easy for employees, many people on your team might be struggling. In fact, more than seven out of 10 employers have struggled with this transition, and when researchers measured what motivates employees, they saw that those forced to work from home were the least motivated .

People with home offices spend more hours working in them than intended, and the home environment impacts the quality of the work . Someone who constantly moves from one area of their home to another may not stay productive. Arranging a dedicated work area can be challenging, particularly for someone who shares their home with other working individuals.

If you're going to maintain a work-from-home environment, even part time, help your employees find a place they can call their dedicated work station by getting to know their working styles and asking if they feel they can do their best now. If you notice that your teams' performance has dropped, find out if the workspace could be part of the problem.

To help your team stay productive and engaged, it is critical to take care of your team's overall well-being, both physical and psychological:

Be empathetic

As you maneuver the challenges of managing a remote workforce, remember to be patient as everyone is working in a different environment and is faced with their own challenges. Online communication may not always transfer a person's intended tone. That's why being conscious of how your recipient will interpret a message electronically is essential. Trust your team, and help the company's leadership shift their focus from hitting deadlines to delivering quality work.

Establish a schedule and set expectations

Setting boundaries, such as work hours and breaks, or determining objectives for the day are critical in maintaining momentum. Don't forget to reflect on the day, and remind your employees to take some time off to recharge and decompress. Decide how often you need to communicate with one another and set expectations for task completion. Using software to track progress and send project updates can add more transparency to cross-departmental processes.

Stay connected

Working remotely can lead to a feeling of isolation or a lack of connection between team members. As Gallup research noted , isolation under normal circumstances can decrease work efficiency by 21%. No doubt, the pandemic has affected this percentage greatly. Conduct virtual meetings, check in on your teammates, and recognize your team's effort to deliver projects.

Lead by example

Demonstrate commitment to the success of working remotely. Use the same tools to interact and share work progress with your team, and don't hesitate to turn your video on when chatting with your employees.

Update roles and responsibilities

Whether due to layoffs or challenges of working remotely, some of your team members may have taken on more responsibilities. With the help of HR specialists, team leaders should review, update, and clarify the responsibilities of every role in the team, along with the team's objectives.

Ask for feedback and celebrate success

Be available to receive your team's perspective to find new and improved ways to accomplish your business goals. During check-ins , discuss what processes are working well and ask for suggestions on what to improve while the team is working remotely.

Be flexible and agile

Prepare yourself to adjust to the ever-changing circumstances and the inevitability of the unexpected.

Communicating with a distributed workforce

Many business leaders have struggled with the concept of staying in touch when their employees are not physically in the office. Some companies have implemented pandemic management protocols to ensure employee safety and transition to the new normal. In short, their suggestions are based on the main principle of staggering employee return and continuing social distancing, along with prolonged remote work. Establishing trust and maintaining transparent communication with your employees is integral to a smooth and safe return to the office.

Hesitancy to return to a shared office environment may stem from a lack of trust, whether in an employer or teammates. That is why HR leaders need to put the same level of effort into reestablishing trust with their employees. Not only will it help ensure a smooth transition back to the office environment as needed, but it will serve as proof that your organization truly puts its people first, which will increase and strengthen motivation and productivity. Many organizations are finding that a hybrid model of work from anywhere coupled with several days per week in a shared office space, gives their employee base a mix of collaboration and sense of belonging, along with the chance to flex their work environment to lessen commutes and allow focused work time.

With the right resources available anytime, anywhere, HR leaders can keep the workforce up to date on any changes made to the company's business and emergency preparedness training. Platforms like Agility Central offer centralized access to a shared library of various resources and educational training for everyone on the team. Emergency notification tools such as Agility Alerts can send a check-in note as a text message or an email to a specific group of people based on their department or location, allowing companies to target communications by geo-fencing and make sure the applicable employees learn the correct information.

Historically, companies were able to target this information simply by office location. Now with employees working in distributed geographies, it's more important than ever to be able to communicate with them if they are in harm's way or with special instructions based on team, department, or general geography; and on any device no matter where they are located.

Monitoring and communicating federal, state, and local updates and guidelines to employees as the COVID-19 pandemic evolves is part of a comprehensive communication plan. Updating your workers on the latest company guidelines and protocols can help alleviate employee confusion and anxiety.

Physical distancing as a workplace requirement

Bringing employees back to work in stages, establishing physical distancing guidelines, limiting business and personal travel, and following social distancing rules, along with maintaining robust communication in your department, are integral to a successful return-to-office program. Below are some of the questions to consider when planning the return to the office.

  • Is there enough space to provide social distancing? Consider how many desks and private offices you have. Based on that number, you can determine the safe planning and organization of the office.
  • What are the top-priority roles? Make a priority list of roles you intend to bring back immediately and when based on health and safety guidelines, business needs, or budget.
  • How can we rotate work schedules to create a hybrid approach to the workspace? Consider rotating work schedules to ensure minimal cross-contamination.
  • Use a return-to-office checklist. To help you formalize your organization's safety guidelines for your office, use a comprehensive return-to-office checklist your business can follow.

Training and reskilling employees for a resilient and productive workforce

The World Economic Forum estimates that more than 50% of all employees will require significant reskilling by 2022, and that's not considering the economic disruption caused by the pandemic. It's no surprise that employees' current skills are losing relevance. Being proficient with technology doesn't apply exclusively to the IT department. Employees across various teams need to be up to date with the latest technological developments in their specialty to do their jobs more efficiently and stay productive. And even if the employee's current skill set is sufficient, the role itself may need to be updated to address a change in industry practices, legislation , and working methods. Training and reskilling your workforce also includes focusing on soft skills. Organizations are more reliant on software and automation, and essential interpersonal skills such as communication, networking, critical thinking, and problem solving can take a hit.

In conclusion

Business risks and threats are evolving and increasing, making business continuity a top priority for modern businesses. HR management processes have had to evolve quickly, proving the ever-present challenges of work-from-anywhere, creating a global need for further adjustments. The sudden shift abandoning the office environment led to employee engagement and morale challenges from extended remote working. In turn, that created more unwelcome opportunities for cyberattacks, with criminals taking advantage of poor network security at employees' homes.

Organizations in highly regulated industries must revise their business plans to avoid penalties and fines. But with the mounting number of threats, simultaneous risk preparedness and unified, company-wide business continuity testing is key to ongoing resilience.

The workforce is forever changed. The way we do our work now requires business leaders to maintain continuous communication across the organization, creating a need for planning and preparation. As long as business leaders and HR professionals realize and acknowledge that, the road to resilience is within reach.

About Agility Recovery

Agility provides simple, flexible business solutions, allowing HR professionals and organizations to manage their entire business continuity program from one central platform, Agility Central. Agility is the industry's most comprehensive yet simple platform to help organizations plan, train, test, alert, and recover – all in one. For more information, visit Agility Recovery on ADP Marketplace .

About ADP Marketplace

ADP Marketplace is a digital HR storefront that allows companies to customize their HCM ecosystem while easily sharing data with the ADP platform. Easily discover, try, buy and implement solutions to build a custom HCM ecosystem, all with the simplicity of single sign-on, single data input and single billing. Learn more at https://apps.adp.com

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What Is A Business Continuity Plan? [+ Template & Examples]

Swetha Amaresan

Published: December 30, 2022

When a business crisis occurs, the last thing you want to do is panic.

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The second-to-last thing you want to do is be unprepared. Crises typically arise without warning. While you shouldn't start every day expecting the worst, you should be relatively prepared for anything to happen.

A business crisis can cost your company a lot of money and ruin your reputation if you don't have a business continuity plan in place. Customers aren't very forgiving, especially when a crisis is influenced by accidents within the company or other preventable mistakes. If you want your company to be able to maintain its business continuity in the face of a crisis, then you'll need to come up with this type of plan to uphold its essential functions.

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In this post, we'll explain what a business continuity plan is, give examples of scenarios that would require a business continuity plan, and provide a template that you can use to create a well-rounded program for your business.

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What is a business continuity plan?

  • Business Continuity Types
  • Business Continuity vs Disaster Recovery

Business Continuity Plan Template

How to write a business continuity plan.

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A business continuity plan outlines directions and procedures that your company will follow when faced with a crisis. These plans include business procedures, names of assets and partners, human resource functions, and other helpful information that can help maintain your brand's relationships with relevant stakeholders. The goal of a business continuity plan is to handle anything from minor disruptions to full-blown threats.

For example, one crisis that your business may have to respond to is a severe snowstorm. Your team may be wondering, "If a snowstorm disrupted our supply chain, how would we resume business?" Planning contingencies ahead of time for situations like these can help your business stay afloat when you're faced with an unavoidable crisis.

When you think about business continuity in terms of the essential functions your business requires to operate, you can begin to mitigate and plan for specific risks within those functions.

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Business continuity planning is the process of creating a plan to address a crisis. When writing out a business continuity plan, it's important to consider the variety of crises that could potentially affect the company and prepare a resolution for each.

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Building a Modern Business Continuity Plan

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With the outbreak of coronavirus (COVID-19), many companies have had to put their business continuity plans to the test — shedding light into areas where their plans may not have been as complete or effective as expected.  Without a solid and tested business continuity plan in place , organizations may find themselves confused — which can lead to delayed response time and in some cases, a negative impact to the services or products a business provides. 

In this article, I’ll outline the importance of having a business continuity plan, tips for creating a thorough plan and who should be involved in the planning process. 

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Before I highlight its purpose, let’s start with the basic definition of a business continuity plan. It can be defined as: 

A  step-by-step business strategy built to be executed  at  a time when there is a disruption in services to protect people and assets and   have the ability to  resume operations in an expedient and controlled fashion. In addition, it identifies  requirements and an execution strategy related to business operations and people.   

It’s important to have a thorough and complete plan because it’s the only way to ensure organizations are effectively prepared for a business interruption. A solid plan enables organizations to continue critical business processes to minimize the impacts to customers and employees. 

As an example, our business continuity plans at PeopleScout allow us to continue service delivery to clients in any type of adverse condition and lower the overall cost of disruption from incidents, all while ensuring we are meeting our contractual obligations. When it comes to our clients, we always make sure we have a current, tested business continuity plan in place to effectively support their business in any situation.  

Creating a Thorough and Complete Plan 

What should the  business continuity  plan look like?  

First, it’s important to note that “thorough and complete” does not necessarily mean “complicated” or “difficult to understand.” Also, the technology used to capture the details of the plan is less important than the accessibility of the details that are included along with the plan itself. 

An effective business continuity plan should clearly define: 

  • What to do 
  • How to do it 
  • Who will do it 
  • When to do it 

In addition, a business continuity plan should be easy to use and be detailed enough for any team member to successfully execute. When putting your plan together, take these components into consideration: 

  • Identification of the planning team 
  • Defined processes 
  • Employee list/call list to reach out to 
  • Vital records associated with the process 
  • Telecom needs 
  • Work area recovery strategies 
  • Applications (software, equipment, supplies) 

What steps should an organization take when building the plan?  

While certain events cannot be planned for, the optimum scenario is to build the business continuity plan when there isn’t an event or disaster happening. Attempting to develop real-time responses during a crisis situation is much more difficult than following a plan that was already created.  

When building your plan, it is important to evaluate, identify and ask questions. 

  • Evaluate your organization.  Understand the unique needs based on location, technology that’s used, number of employees, processes that are completed, etc.   
  • Identify the key participants  to be included in the planning effort. This should include a combination of leaders and subject matter experts.  
  • Ask questions!  It’s in the answers to those questions that you will truly understand what is needed to build an effective plan. 

After you do those three things, the basic methodology that a company should use to finalize their plan includes: 

Strategic Planning Phase :  This is the phase that prepares us for the incident. It includes risk analysis (what could go wrong?), business impact analysis (what are the maximum acceptable downtimes?), requirements analysis (what do we need to recover?) and recovery options (how will we recover?).  

Tactical Planning Phase :  This phase tells us how to respond to the incident. The organization should ensure effective documentation of how to engage the recovery option when the time comes. Lay the groundwork for what you would need to do in the event you need to execute your plan. 

Consider these tips for building a thorough and complete business continuity plan: 

  • Always look for opportunities to improve your plan.  The plan should be a living, breathing document that is reviewed on a regular cadence. 
  • Consider hypothetical situations and plan accordingly.  If you change how you do things today, consider how it impacts your business continuity strategies. Do they also need to change? 
  • Ask yourself:  Is your plan detailed enough to allow junior-level team members to execute the plan at time of incident if your planning team is compromised? 
  • Lead tabletop exercises to discover other opportunities to improve your program and plans.  Does everyone on your team know what is expected of them during a business interruption incident?  

For more information on tabletop exercises and who should be involved in them, listen to this article’s  accompanying podcast .  

Advice for Developing Your First Business Continuity Plan 

When you think about developing a business continuity plan, especially for the first time, it’s very easy to get paralyzed when you’re starting with a blank sheet of paper. One thing to remember is that the primary objective is planning — this is what creates the ability to recover.  

So, physically writing the plan or documenting specific instructions is the secondary objective. Look at your plan and ask: 

  • Does it clearly state what to do? 
  • Does it indicate how to do it? 
  • Does it reflect who does it? 
  • Does it identify when to do it? 

If the answer to those four questions is yes, and you verify that to be true through the process of testing, then you’re sure to have a plan that should serve you well in the event of an incident and ensure you are prepared for any event that may occur.  

To learn more about ways employers can respond to the coronavirus (COVID-19) outbreak, visit our  Resource Center . 

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Template for an effective business continuity plan.

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Why business continuity and disaster recovery planning are key to success and  how to get started 

If there’s one lesson unexpected circumstances like natural disasters, sudden sales drops or spikes, and economic changes have imparted, it’s that businesses must be prepared for anything. Challenging times can appear suddenly and managing business means managing change. A moment in time can change the course of the future. Previously, that meant planning ahead for network outages that could leave employees unable to access work-critical applications or boosting security measures to prevent cyberattacks. 

If larger, unprecedented events happen, companies may be forced to quickly reinvent their business models, shift to remote work, or find new ways to operate while trying to minimize disruption. It’s safe to say that these days, business continuity looks and feels a little different and a lot more uncertain. 

The silver lining? Businesses now understand that being predictive and proactive is key to success and that having a detailed business continuity and disaster recovery plan in place is essential. It’s also critical to have technological systems in place to support and enable your company and employees in the face of rapidly changing conditions. 

  Download this whitepaper to get tips on business continuity planning to help you understand how you can disaster-proof your business for the future and a template that you can copy and customize. 

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  • Business Continuity Plan Basics
  • Understanding BCPs
  • Benefits of BCPs
  • How to Create a BCP
  • BCP & Impact Analysis
  • BCP vs. Disaster Recovery Plan

Frequently Asked Questions

  • Business Continuity Plan FAQs

The Bottom Line

What is a business continuity plan (bcp), and how does it work.

recruitment business continuity plan

Investopedia / Ryan Oakley

What Is a Business Continuity Plan (BCP)? 

A business continuity plan (BCP) is a system of prevention and recovery from potential threats to a company. The plan ensures that personnel and assets are protected and are able to function quickly in the event of a disaster.

Key Takeaways

  • Business continuity plans (BCPs) are prevention and recovery systems for potential threats, such as natural disasters or cyber-attacks.
  • BCP is designed to protect personnel and assets and make sure they can function quickly when disaster strikes.
  • BCPs should be tested to ensure there are no weaknesses, which can be identified and corrected.

Understanding Business Continuity Plans (BCPs)

BCP involves defining any and all risks that can affect the company's operations, making it an important part of the organization's risk management strategy. Risks may include natural disasters—fire, flood, or weather-related events—and cyber-attacks . Once the risks are identified, the plan should also include:

  • Determining how those risks will affect operations
  • Implementing safeguards and procedures to mitigate the risks
  • Testing procedures to ensure they work
  • Reviewing the process to make sure that it is up to date

BCPs are an important part of any business. Threats and disruptions mean a loss of revenue and higher costs, which leads to a drop in profitability. And businesses can't rely on insurance alone because it doesn't cover all the costs and the customers who move to the competition. It is generally conceived in advance and involves input from key stakeholders and personnel.

Business impact analysis, recovery, organization, and training are all steps corporations need to follow when creating a Business Continuity Plan.

Benefits of a Business Continuity Plan

Businesses are prone to a host of disasters that vary in degree from minor to catastrophic. Business continuity planning is typically meant to help a company continue operating in the event of major disasters such as fires. BCPs are different from a disaster recovery plan, which focuses on the recovery of a company's information technology system after a crisis.

Consider a finance company based in a major city. It may put a BCP in place by taking steps including backing up its computer and client files offsite. If something were to happen to the company's corporate office, its satellite offices would still have access to important information.

An important point to note is that BCP may not be as effective if a large portion of the population is affected, as in the case of a disease outbreak. Nonetheless, BCPs can improve risk management—preventing disruptions from spreading. They can also help mitigate downtime of networks or technology, saving the company money.

How To Create a Business Continuity Plan

There are several steps many companies must follow to develop a solid BCP. They include:

  • Business Impact Analysis : Here, the business will identify functions and related resources that are time-sensitive. (More on this below.)
  • Recovery : In this portion, the business must identify and implement steps to recover critical business functions.
  • Organization : A continuity team must be created. This team will devise a plan to manage the disruption.
  • Training : The continuity team must be trained and tested. Members of the team should also complete exercises that go over the plan and strategies.

Companies may also find it useful to come up with a checklist that includes key details such as emergency contact information, a list of resources the continuity team may need, where backup data and other required information are housed or stored, and other important personnel.

Along with testing the continuity team, the company should also test the BCP itself. It should be tested several times to ensure it can be applied to many different risk scenarios . This will help identify any weaknesses in the plan which can then be corrected.

In order for a business continuity plan to be successful, all employees—even those who aren't on the continuity team—must be aware of the plan.

Business Continuity Impact Analysis

An important part of developing a BCP is a business continuity impact analysis. It identifies the effects of disruption of business functions and processes. It also uses the information to make decisions about recovery priorities and strategies.

FEMA provides an operational and financial impact worksheet to help run a business continuity analysis. The worksheet should be completed by business function and process managers who are well acquainted with the business. These worksheets will summarize the following:

  • The impacts—both financial and operational—that stem from the loss of individual business functions and process
  • Identifying when the loss of a function or process would result in the identified business impacts

Completing the analysis can help companies identify and prioritize the processes that have the most impact on the business's financial and operational functions. The point at which they must be recovered is generally known as the “recovery time objective.”

Business Continuity Plan vs. Disaster Recovery Plan

BCPs and disaster recovery plans are similar in nature, the latter focuses on technology and information technology (IT) infrastructure. BCPs are more encompassing—focusing on the entire organization, such as customer service and supply chain. 

BCPs focus on reducing overall costs or losses, while disaster recovery plans look only at technology downtimes and related costs. Disaster recovery plans tend to involve only IT personnel—which create and manage the policy. However, BCPs tend to have more personnel trained on the potential processes. 

Why Is Business Continuity Plan (BCP) Important?

Businesses are prone to a host of disasters that vary in degree from minor to catastrophic and business continuity plans (BCPs) are an important part of any business. BCP is typically meant to help a company continue operating in the event of threats and disruptions. This could result in a loss of revenue and higher costs, which leads to a drop in profitability. And businesses can't rely on insurance alone because it doesn't cover all the costs and the customers who move to the competition.

What Should a Business Continuity Plan (BCP) Include?

Business continuity plans involve identifying any and all risks that can affect the company's operations. The plan should also determine how those risks will affect operations and implement safeguards and procedures to mitigate the risks. There should also be testing procedures to ensure these safeguards and procedures work. Finally, there should be a review process to make sure that the plan is up to date.

What Is Business Continuity Impact Analysis?

An important part of developing a BCP is a business continuity impact analysis which identifies the effects of disruption of business functions and processes. It also uses the information to make decisions about recovery priorities and strategies.

FEMA provides an operational and financial impact worksheet to help run a business continuity analysis.

These worksheets summarize the impacts—both financial and operational—that stem from the loss of individual business functions and processes. They also identify when the loss of a function or process would result in the identified business impacts.

Business continuity plans (BCPs) are created to help speed up the recovery of an organization filling a threat or disaster. The plan puts in place mechanisms and functions to allow personnel and assets to minimize company downtime. BCPs cover all organizational risks should a disaster happen, such as flood or fire.  

Federal Emergency Management Agency. " Business Process Analysis and Business Impact Analysis User Guide ." Pages 15 - 17.

Ready. “ IT Disaster Recovery Plan .”

Federal Emergency Management Agency. " Business Process Analysis and Business Impact Analysis User Guide ." Pages 15-17.

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RECRUITMENT PLANNING FOR BUSINESS CONTINUITY

The Problem? Time is a very important factor when it comes to hiring professionals. In addition to time you need to find the perfect match between the job requirements and your company's culture. Every day spent without a key member of your Quantity Surveying department may have a detrimental impact on your projects and your business. This ultimately affects your workload, then your team and will potentially have a knock-on effect on your invoice payments which may lead to cashflow issues.

The truth is that there are various challenges posed by recruiting  Quantity Surveyors  nowadays.

According to the  REC , recent trends indicate that the time to hire  has increased by 50% , having jumped from 60 to 90 days on average. What's more,  RICS's UK Construction Market Survey ,  results show that  57% of companies are indicating that a shortage of Quantity Surveyors is impacting their growth plans.

The solution? At Calco we would  recommend you create a plan or forecast of upcoming recruitment requirements. Contact your trusted recruitment provider to help you devise a strategy to reduce time and stress. Planning your recruitment enables you to make sure that you and your recruitment professional are up-to-speed and you have people in post when you need them. Every day that you have a vacant role will significantly impact your business. Quick feedback on CVs/interviews is essential to securing the right professionals for your role.

In addition, we believe there are some other things you should consider:

1.  How many members of the commercial team do you lose on an annual basis generally? What would be the impact if that were to double? 2.  What if your 3 best QS's were to leave? How would that impact the commercial function of your business? 3.  Would you consider freelance members of staff in the interim of finding the right QS on a permanent basis? 4.  Who are your competitors interviewing at the moment due to the shortage?

Taking everything into consideration, planning is the best way to avoid the repercussions of having a vacant role for a prolonged period of time. Thus, thinking ahead about the staffing requirements – whether your business would benefit from interims, should people unexpectedly leave – and prioritizing them according to your needs, is just one of the things that Calco can help you with. Our past experience and most up-to-date network and market intelligence, are the benefits to assist your growth strategy.

So please, do not hesitate to contact us, should you have any  questions  about this.

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recruitment business continuity plan

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

Roger Smart

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

recruitment business continuity plan

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.

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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.

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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.

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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.

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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.

Image of Zenbusiness business formation

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.

Image of Zenbusiness business formation

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!

recruitment business continuity plan

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.

recruitment business continuity plan

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.

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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.

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Staffing Agency Business Plan

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As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

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Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

  • Fill in the blanks – Outline
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How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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recruitment business continuity plan

2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

  • The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
  • Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
  • Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

  • Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
  • Be specific and provide detailed information wherever possible.
  • Include charts and graphs to help illustrate your key points.
  • Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

  • Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
  • Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

  • Include a table of contents for the appendix section to make it easy for readers to find specific information.
  • Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
  • Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
  • Include any legal documents such as permits, licenses, and contracts.
  • Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
  • Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

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

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This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently asked questions, why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

  • Bank loan – You may apply for a loan in government or private banks.
  • Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
  • Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
  • Angel investors – Getting funds from angel investors is one of the most sought options for startups.
  • Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

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FREE 5+ Recruitment Business Plan Samples [ Agency, Continuity, Development ]

recruitment business plan

It can be challenging for fresh graduates and job seekers alike to look for suitable jobs that fit their specializations. Most of the time, constant rejections from the jobs they are applying for takes a huge toll from their morale and would generally cause them to lose motivation to continue looking for jobs that fit their skillset. Recruitment businesses and agencies help jobseekers to eliminate these worries. These establishments act as the middle men between employers and job seekers. They work on behalf of employers who want to find suitable candidates to fill their vacancies. Recruitment agencies rely on an already established relationship with several employers from other businesses and companies. But what if they don’t have that connection yet? What tool can the business use to make sure that the venture will be successful? It’s already quite obvious because you’re already here reading this article. With a recruitment business plan.

Recruitment Business Plan

5+ recruitment business plan samples, 1. recruitment business plan sample, 2. recruitment small business plan, 3. printable recruitment business plan, 4. formal recruitment business plan, 5. recruitment agency business plan, 6. strategic recruitment business plan, what is a recruitment business plan, elements of a recruitment business plan, are recruiting companies worth it, what is the difference between hr and recruiter, what are the five elements of a business plan.

Businesses are generally difficult entities to manage, even much more when your business deals human resources. It’s quite a chore to keep track of everything else and to make sure that every component of your business operations is covered. This is why creating a proper layout for a comprehensive plan is very important for businesses of all shapes and sizes, startup businesses or not. A layout helps keep everybody affiliated with the business, especially managers and supervisors, to stay on track for everything else that may be encountered during the overall duration of their business. A good and comprehensive plan just does a really good job of bringing the concept of your business really well and makes every business operation smooth.

Operating without a business plan is usually not a good idea. In fact, those that do operate without a business plan, typically doesn’t last long. Sticking to a well written business plan comes with a slew of benefits as well. Like being able to come up and operate new ideas without having to invest too much time or resources because you’ve already allotted the specifics in your business plan. To get properly acquainted with the document, see these recruitment business plan samples that we have listed down below. After getting familiar with what a business plan is and how it works, you can then uses these samples as a guide or even as a template for when you want to establish your own recruitment business plan.

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A business plan is a document that should describe how a business would define its objectives and enumerate the steps that the management would take in order to achieve its goals. A business plan lays out a roadmap for the whole company to follow that is derived from the perspectives of different standpoints of different departments. Marketing, financial, and operational. Business plans are essential documents that is usually used to attract prospective investments even before the company has established an impressive reputation.

Although the document is more useful for new businesses and companies, every company should be able to establish a well written business plan. This will enable them to have something to review and periodically update to see if the goals that they have established have been met and if the company is just doing good overall. A good business plan should be able to outline all the projected and estimated costs of a project or venture and the pitfalls of each decision the management of the company makes. Even in between competitors of the same industry, it is very rare for two different business plans to be identical. This is because despite working with the same circumstances, most businesses tend to have different ways of dealing with their own issues.

The length and scope of a business plan greatly varies depending on the nature and the coverage of the plan the business chooses to cover. But usually all of the information in a business plan should fit into a 15 to 20 page document. And although no two business plans are alike, they do work with almost all the same elements. These elements are discussed on more detail right below.

  • Executive summary The first section of a business plan should be able to outline the company and all the information pertaining to its mission-vision values, company leadership, employees, operations, and location. Essentially, it should talk about what the company is, the nature of the business, and other basic but necessary information.
  • Products and services The company should then outline the products or services that they may offer. This section should include pricing, product lifespan, and the benefits a customer may gain after availing these services. Other factors that you can include is manufacturing and production processes, patents, and proprietary technology.
  • Market analysis The company needs to have a crystal clear idea of its target customers and their respective demographics. It will outline who or what the competition is and will eventually give you a better idea of how to stay on top of the market. It should also outline the expected consumer demand for the recruitment services and how easy or difficult it is to take advantage of that demand.
  • Marketing strategy The next section should describe how the company will attract the customer base and how it intends to keep it. It should talk about what steps the management will take to reach the clients by being able to outline a clear distribution channel, including advertising campaign, marketing campaigns, and what mediums should these campaigns exist in.
  • Financial planning The company should then include its financial plans in the document to attract the prospective readers of the business plan. Financial statements, balance sheets, and other financial information that may be suitable to be included.
  • Budget Every company needs to have a well established budget in place. Including cost, staffing, manufacturing, development, marketing, and the rest of the expenses in your business.

For an entry level jobseeker, fresh graduates, applying to a recruitment company can have some benefits into it. But one has to remember that most companies won’t pay recruiting agencies to fill entry level jobs because more often than not, they can find enough employees on their own.

Recruiters take care of the screening of the potential candidate, while the HR is in charge of allocating the recruited resources to a role.

  • Situation analysis
  • Product or service positioning
  • Setting objectives

One more thing to remember when writing a recruitment business plan, or any business plans in general, is that it’s not supposed to be a static document. It should be ‘live’. Meaning that it should be susceptible to change overtime. Think of it as a living entity, changing and evolving together with your company.

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Sport Business Continuity Plan – a quick, affordable plan to recovery

  • User-friendly business plan for sport organisations, delivered in 3 weeks
  • 50% fee reduction (limited time offer)

An unprecedented period of crisis management brought on by the COVID19 shut down has forced most sport organisations to implement a series of necessary, short term tactical and ad-hoc change. For most organisations these sudden changes have been transformational, increasing their willingness to explore new ideas and structure, and in many ways, a catalyst to bring the future forward.

Post COVID19 sport organisations need to think and act differently, with a focus on growing and engaging both traditional and non-traditional markets. There are five easy steps to ensure your organisation is best positioned for business continuity:

  • Be clear on what business continuity means for your sport and your organisation.
  • Evaluate your current strategic plan and be willing to walk away from it.
  • Despite the uncertainty, create your business continuity plan
  • Align your organisation to the business continuity plan.
  • Develop a revised longer term

Where to start?

Sportspeople Recruitment and McLaughlin Sports Consultancy have a long standing partnership providing the sector with fit for future purpose organisational planning and operating model services.

We are pleased to announce the new Sport Business Continuity Plan – a simple, fast and more affordable-than-ever service designed to help national, state and local sport organisations develop a user-friendly plan to set the path for recovery. The focus is on a number of key areas, what the organisation NEEDS to keep doing, stop doing and start doing in the short term (e.g. 6-12 months) and how they can go about making this happen in order to thrive long-term.

We know you’re budget conscious now more than ever, so we’re pleased to announce every Sport Business Continuity Plan commissioned between now and December 31, 2020 will benefit from a 50% fee subsidy using funds from the Sportspeople Recruitment Employer Assistance Package .

The Sport Business Continuity Plan process has a 3 week timeframe from start to finish:

Step 1: Project initiation webinar Step 2: Digital survey Step 3: Survey findings and opportunities summary Step 4: Recovery planning design lab webinar Step 5: Recommendations report, including key strategies and timelines (6-12 months and beyond) Cost:   Australian based Organisations $4,950 + GST after applying $4,950 from the Sportspeople Recruitment Employer Assistance Package. New Zealand based Organisations $NZ4,950 after applying $NZ4,950 from the Sportspeople Recruitment Employer Assistance Package.

Want more information?

If you’d like to find out more, have a detailed discussion or receive a detailed proposal for the Sport Business Continuity Plan please contact:

Sportspeople Recruitment FREECALL Australia 1800 634 388 FREECALL NZ 0800 634 388 E: [email protected] OR use the   Contact Form

McLaughlin Sports Consultancy M: +61 402 429 952 E: [email protected]  Or use the Contact Form

  • About Sportspeople Recruitment – click here
  • About McLaughlin Sports Consultancy – click here

Need more information?

FREECALL AUST 1800 634 388 FREECALL NZ 0800 634 388

Sportspeople Recruitment is a member of the following bodies:

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  1. How To Develop A Contingency Plan For Staff Shortages

    The main components of a business continuity plan typically include a business impact analysis, recovery strategies, plan development, and testing/exercising. This same process can also be applied to workforce planning and contingency plan development for critical staff shortages. Business Impact Analysis (BIA)

  2. 7 Business Continuity Plan Examples

    A business continuity plan (BCP) is a strategic framework that prepares businesses to maintain or swiftly resume their critical functions in the face of disruptions, whether they stem from natural disasters, technological failures, human error, or other unforeseen events.

  3. Business continuity planning: Explained

    Business continuity planning (BCP) is a critical aspect of any organization's operational strategy, including those in the recruitment industry. It is a proactive planning process that ensures critical services or products are delivered during a disruption.

  4. How to Keep Your Recruitment Agency Running During a Coronavirus

    Like all businesses, your recruitment company should have a business continuity plan to shape your response to exceptional circumstances like the coronavirus outbreak. A good plan should minimise the impact of the pandemic on your staff and IT infrastructure.

  5. Trends in Business Continuity and the Impact on HR Leaders

    Business continuity trends for HR leaders in 2021 and beyond The pandemic has caused many organizations to review and update their business programs based on the current business climate and conditions.

  6. Business Continuity Planning Services & Solutions

    Our business continuity planning strategies can help keep your doors open in any market conditions. Let's Work Together > Strengthening Your Workplace for the Unplanned. Staffing Scalability Solutions

  7. What Is A Business Continuity Plan? [+ Template & Examples]

    A business continuity plan outlines directions and procedures that your company will follow when faced with a crisis. These plans include business procedures, names of assets and partners, human resource functions, and other helpful information that can help maintain your brand's relationships with relevant stakeholders.

  8. How to Build a Modern Business Continuity Plan

    It can be defined as: A step-by-step business strategy built to be executed at a time when there is a disruption in services to protect people and assets and have the ability to resume operations in an expedient and controlled fashion. In addition, it identifies requirements and an execution strategy related to business operations and people.

  9. Business Continuity Plan: Example & How to Write

    A business continuity plan is a practical guide developed by companies to enable continuous operations in the event of major business disruptions like natural disasters and global lockdowns. Business continuity planning usually involves analyzing the impact of disrupted business processes and determining recovery strategies with management.

  10. Business Continuity Plan: What It Is and How To Make One

    1. Prepare a business impact analysis. The first step of creating a business continuity plan is to formulate a business impact analysis. This analysis looks at what functions of a business would be impacted by various disasters as well as the effects of these impacts on the organization. The business impact analysis should include the ...

  11. Template for an Effective Business Continuity Plan

    Template for an Effective Business Continuity Plan. Why business continuity and disaster recovery planning are key to success and how to get started. If there's one lesson unexpected circumstances like natural disasters, sudden sales drops or spikes, and economic changes have imparted, it's that businesses must be prepared for anything.

  12. What Is a Business Continuity Plan (BCP), and How Does It Work?

    Business Continuity Planning - BCP: The business continuity planning (BCP) is the creation of a strategy through the recognition of threats and risks facing a company, with an eye to ensure that ...

  13. Succession Planning In Your Post-Pandemic Talent Management ...

    Succession planning is a key part of any business continuity program, and the pandemic helped us realize how critical it is. Succession planning is more challenging today for a few reasons:

  14. Business Continuity Plan: Staffing & Recruitment Solutions

    Business Continuity Plan: Staffing & Recruitment Solutions / BUSINESS CONTINUITY & EMERGENCY PLANING POLICY Title of ... Bounce to content Your Staffing Ours generate opportunities for everyone to thrive—great corporate and great talent. Find Your Job Job Search Benefits Associate Portal Hire Associates SOLUTIONS Temporary and High Volume Staffing

  15. RECRUITMENT PLANNING FOR BUSINESS CONTINUITY

    RECRUITMENT PLANNING FOR BUSINESS CONTINUITY The Problem? Time is a very important factor when it comes to hiring professionals. In addition to time you need to find the perfect match between the job requirements and your company's culture.

  16. PDF Business Continuity Plan

    Business continuity policy and planning are fundamental to ensure protection against organisational and reputational risk to Cucumber Recruitment in the case of business interruption.

  17. A guide to business continuity planning for small businesses

    This guide provides answers and practical advice. The July riots in KwaZulu-Natal and Gauteng hit small businesses hard. According to a survey conducted by Redflank's BeyondCOVID research initiative, small, medium-sized, and microenterprises (SMMEs) accounted for 89% of the businesses impacted by the civil unrest.

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    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.

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  23. Sport Business Continuity Plan

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