recruitment business plan template uk

Recruitment Agency Business Plan

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

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

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

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

Is opening a recruitment agency for you?

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

What's included in our recruitment agency business plan?

• Your free sample recruitment agency business plan template

Summary and recap

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

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

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

You should consider things like:

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

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

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

Key costs of starting your recruitment agency include:

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

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

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

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

Included within our recruitment agency business plan, we offer:

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

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

Download now for only £49

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

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

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

Step 1: Executive summary

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

Make sure to think about these three things:

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

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

Step 2: Company overview

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

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

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

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

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

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

Some other things to consider include:

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

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

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

Instant download for £49

Step 3: Management and key personnel

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

Remember to include:

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

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

Step 4: External analysis (market research)

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

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

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

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

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

Some things that you should think about include:

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

How many recruitment agencies operate in your area?

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

Some things you can think about:

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

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

Step 5: your business objectives

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

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

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

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

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

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

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

Step 6: Services, equipment and amenities

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

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

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

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

Step 7: Financial forecasting and financial projections

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

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

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

The fundamentals you’ll need to provide:

• Sales forecast
• Expense budget
• Cash-flow statement

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

• Purchase estimations
• Hiring costs

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

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

Instant download

Step 8: Funding

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

You might have received funding in the form of:

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

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

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

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

Your free sample recruitment agency plan

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

Included in this template, you’ll get:

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

Download .doc here

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

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

Download the Software

Complete recruitment agency business planning package.

Customer Testimonials

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

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

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

Gordon Mitchell, UK

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

John Waterhouse, UK

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

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

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

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

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

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

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

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

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

Introduction

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

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

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

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

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

Your specialisation

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

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

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

Taking a Technology recruiter as an example:

What roles I will specialise in:

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

What industries I will target:

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

What level of seniority I will focus on:

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

What geographies I will cover:

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

Hiring activity trends

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

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

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

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

Candidate strategies

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

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

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

How do I plan to generate candidate leads:

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

Challenges I expect to face:

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

How I will overcome these challenges:

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

Client strategies

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

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

Take these bullet points as a basic example:

How I plan to onboard new clients:

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

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

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

What industries I will target clients in:

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

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

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

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

My methodology

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

How you can adapt to recruiting during a possible economic downturn

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

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

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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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How to start a recruitment business

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Today's recruitment companies are very busy. Post-COVID, the so-called ‘great resignation' has taken place, with employees up and down the country searching for better jobs made available thanks to the advent of remote working.

Companies are now grappling with a cross-sector labour shortage, while immigration issues caused by Brexit have only aggravated the situation. While this is undeniably a hard environment for recruitment companies to deliver in, the medium to long-term prospects for the industry look very different.

As a recession looms, job seekers are likely to lose confidence in switching roles. Soon, the risk of saying goodbye to a stable salary during a cost of living crisis will outweigh the benefits created by finding a new employer.

Given the mixed bag of opportunities available, any recruitment startup needs to stay on top of the market and ensure they are setting up a business that meets the exacting demands of clients. Below, we'll get you fully up-to-date on how to set up recruitment firm. We'll through the type of experience and level of expertise required, to the kind of fees and profits you can look forward to.

There's a lot of planning that needs to go into launching a successful recruitment agency. Thankfully, one area which needn't cause undue stress is creating a website to promote your business. Thanks to modern templates like the one below , you can create one of your own in under an hour.

At Startups.co.uk, we test and rate website builder tools, and we've identified Wix as one of the best you can choose for creating a business site. Wix even has a selection of  custom website templates designed specifically for recruitment agencies  – you simply drop your own company information, wording and preferred imagery into your chosen template. Better still, it's completely  free to try  for yourself.

Create a recruitment business plan

Recruitment pricing structure, find your niche, recruitment startup costs, financing your recruitment business, recruitment laws and regulations, final thoughts.

At Startups.co.uk, we're here to help small UK businesses to get started, grow and succeed. We have helpful resources for helping new businesses get off the ground – you can use the tool below to get started today.

What Does Your Business Need Help With?

As with any business, don’t do anything before you’ve created your recruitment business plan. Our easy-to-use template will take you through each step of the process, but you essentially need to cover the following points:

• About you – Discuss what makes you a good fit to run a recruitment business, and why you want to run one. Discuss your experience, contacts, qualifications, and personal qualities, and make sure to sell yourself
• About your business – There are a wide range of recruitment types, so you’ll need to make clear exactly what your recruitment business aims to do. Which sectors do you want to work in? Do you want to focus on full-time or part-time employees? Is there a particular demographic you feel an affinity with and can target? You’ll also need to explain staffing, and crucially, how you plan to finance your business.
• Market research – Here you can go into more detail on your target market and competitors – how are you going to stand out and attract business? Identify a geographic area that you’ll initially focus on – even if you don’t have an office to start with, you’ll likely need to meet candidates and clients in person, so choose the location for your business carefully.
• Costs and business forecast – Here, you’ll need to outline all the costs your business might incur – everything from website development to office space and business insurance. You’ll also need to give a realistic business forecast that explains how much profit you’ll make in Year 1, Year, 2, Year 3 etc.

While it may not be quite as satisfying as building your own recruitment business from scratch, opening a recruitment franchise has several key advantages. You’ll be able to use an established brand, get expert advice from experienced recruiters, and may also find it easier to get finance than if you were starting a completely new recruitment business.

The total investment varies, but Travail Employment Group , a leading company in this area, suggests a total of £30,000 will be required – including an initial franchise fee of £12,000.

This might be a particularly suitable role for those with little recruiting experience, due to the much greater level of support offered.

Need help staying organised?

Starting a recruitment business will take a number of steps and it's important to keep everything tracked.

Project management tools are a great way to keep everything moving in the right direction – you can assign tasks, track progress and create projects that everyone can chip into.

Get expert help finding the right project management software for your business .

Expert insight: John Lennon, THRYVE

John Lennon (no, not that one) built innovative tech recruiter THRYVE from scratch to £4mn turnover and told Startups that, when starting out, you should think about all the realities of owning your business rather than just focusing on how you'll go about getting clients and attracting candidates:

“If I could go back in time, my first hires would be an operations manager and a marketing manager. When you first set up a recruitment business you are a salesperson, a marketer, an accountant, bookkeeper, administrative expert, tax expert, events coordinator and so much more.

“It was only when I started THRYVE that I realised how little I knew about how to run a business. This is why so many recruitment companies fail – most recruitment business owners are great recruiters, but struggle with the transition to becoming a business owner.

“Make sure you educate yourself on basic business principles, understand how to read a profit and loss statement, understand how to forecast, take advice, get mentors and surround yourself with positive people in your space who can help you.

“And, most importantly, be really mindful of cash flow and your outgoings.

“After all, your revenue figures mean nothing if your profit levels aren't where you need them to be.”

One of the most important decisions you’ll make is how to price your services. This should be a crucial part of your business plan.

The fee you charge will vary depending on whether you are recruiting permanent or temporary staff.

Permanent employees

Rates vary, but research by recruitment training company Social Talent indicates that you can expect to charge a one-off fee of 15-20% of the role’s annual salary for most roles, with this rising to 25% for roles that are particularly difficult to fill. This matches the view of Tim King of IT recruitment specialist Matchking , who charges his clients 20-25% of the employee’s annual salary.

This assumes that you operate on a contingency basis – in other words, that you’re only paid once the job has been filled by a candidate you put forward. In this case, you’ll often be competing with other agencies.

The other option is retained recruitment , where you are exclusively assigned to find candidates for a role. This usually involves a more in-depth process, and is often associated with more senior roles. Consequently, you are able to charge more – 30% is common, while experienced professionals in specialist niches charge up to 50%.

You’ll also be expected to factor a rebate into your fees, where you return part of the fee if the hired candidate leaves the job after a certain period of time. Again, the period and percentage returned varies between agencies.

This variation in fees reflects the fact that recruitment can involve many different processes, from writing job ads to interviewing candidates, and even conducting reference checks. As a recruiter, how many of these tasks you take on will determine the fee you charge.

When starting out, you may also want to be flexible with your fees in order to build long-term commercial relationships.

Temporary employees

Things are a little more complicated when you’re hiring temporary employees.

You’ll need to factor in the following:

• The cost of the worker
• Holiday pay
• National Insurance
• Your desired margin

These costs are initially paid by the agency, before being reclaimed from the client.

The rate may also vary depending on whether the position is fixed-term or paid by the day.

The same Social Talent research found that for a fixed six-month post, agencies would charge 12-15% of the equivalent annual salary ( not the six month period the employee was being hired for).

For a temp position that paid £300 a day, agencies would charge around 15%, so approximately £45 per day in this case.

For both permanent and temporary workers, some agencies are also shifting to a flat fee structure, as this can make them more attractive to clients.

As a newly established recruiting agency, you’re unlikely to survive unless you develop a specialist area. Trying to compete in the general recruitment space is incredibly difficult given the established brands and high visibility of the major players.

Many of the most successful smaller scale recruitment agencies have prospered by sticking to a specialist area they know inside out.

Adam Bolton gave great insight into how he started ABrecruit from scratch on the Undercover Recruiter blog. What really comes across is how he always knew he wanted to focus on .net development, and how he leveraged his experience in this area. He knew the field, knew the people, and knew how to appeal to both companies and candidates – a plan that resulted in a thriving company which has now been going for seven years.

A look at the Startups 100 reveals similar success stories – JHP Recruitment has prospered by focusing on veterinary recruitment, Debut has made waves with its clever platform for graduate recruitment, and The Dots is providing creative professionals with a new way to be seen and hired.

If you can, follow their lead.

Expert insight: James Lloyd-Townshend, Frank Recruitment Group

The chairman and CEO of technology recruitment company Frank Recruitment Group , James Lloyd-Townshend has over 23 years of experience in the recruitment industry. Speaking to Startups, he said that while it may feel like you're turning down chances to make money, choosing a specialist area and sticking to it is the key to long-term success:

“When starting a recruitment business, you need to understand that not every opportunity is an opportunity.

“This is one of the most common pitfalls, especially in this industry. It’s easy to think that, for instance, that any sector is a potential area to operate within.

“However, that can come at the expense of having the specialist knowledge that can actually be of value to your customers.

“So for us, knowing our niche and focusing just on that, allowed us to provide a level of service that a lot of our competitors have struggled to match and has allowed us to stay out in front.”

Like any other startup, new recruitment businesses can prosper by doing what their larger competitors can’t (or won’t) do.

Being agile is the key. Adam Bolton of ABrecruit made the decision early on to work from 8am to 9pm on weekdays and all day on Saturday – a punishing schedule that enabled him to talk to candidates outside work hours, and have relaxed conversations about what they were really looking for. It’s a great example of the sort of creative thinking you’ll need to employ to make your mark in the early days.

Depending on what sort of candidates you’re targeting, you may also need to consider tech-driven solutions. Already, the job search has largely shifted from laptop to mobile, and the likes of Tempo are trying to reinvent the recruitment process by using AI, video, and rich CVs that include ratings and reviews. All this has the potential to hugely streamline the recruitment process – Tempo boasts that its fastest hire was made in just 27 minutes.

Further along in the process, the traditional supremacy of the interview is also under threat – with alternative and complementary solutions including soft skills assessments, job auditions, and even virtual reality.

As a recruitment startup, keeping on top of these trends is key. While you may not have the established reputations and brand awareness of the big boys, you’re ideally placed to innovate and operate more efficiently.

Expert insight – Malcolm Burenstam Linder, Alva Labs

Groundbreaking recruitment startup Alva Labs is taking aim at one of the central pillars of the common recruitment process – CVs. Instead it wants to use logic and personality tests to remove human bias from the hiring process and quickly find candidates that match the requirements of the role and the culture of the hiring company. This innovative approach has already earned Alva major clients like Arla and Deloitte, and co-founder and CEO Malcolm Burenstam Linder told Startups that the impetus for the company came from seeing traditional recruitment processes fail over and over again in his previous jobs:

“I previously worked for a flourishing private equity company and a rapidly growing ecommerce company, both of which had big problems with staff turnover – hiring managers were in a constant battle with the revolving door and staff weren’t staying because they simply weren’t the right people for the job.

“At both companies, I couldn’t understand how we could be so dependent on data and analytics for almost every decision, but when it came to recruiting new team members, we were relying on gut feeling and personal preference. This is when the extent of the recruitment problem dawned on me.

“By failing to talk and think about talent in an objective manner, we let bias creep into the process and demolish our chances of hiring the best people.

“And by letting our own experiences drive our definition of what ‘great’ looks like in a candidate, we directly stunted company growth.

“Eventually, I found myself waving goodbye to the stability of private equity to kickstart my own recruitment business, Alva Labs, with a vision of improving the quality, efficiency and inclusivity of the job market worldwide.”

There are only two things you definitely need to start a recruitment business – a phone and an internet connection. You can even use your personal mobile at the outset, although a dedicated business handset could cost you as little as £6 a month – check out our guide to the best business mobile phone plans for more info.

However, to really spread your wings and fly, you’ll want to invest in the following:

If you’re a recruitment agency, your website is really, really important – it’s the public face of your business, and it’s how candidates and companies will judge you.

There are a huge range of options available, as detailed in our guide to small business website costs . If you want to take the DIY approach, companies like Wix and Squarespace offer packages for around £10 a month, while a professional web design company should charge you around £1,000.

Make sure your site is set up for mobile – a recent report from recruitment platform Glassdoor found that 58% of Glassdoor users are looking for jobs on their mobiles .

You can find software that promises to help you with practically every aspect of your business, but two areas are really worth looking into for recruitment businesses – CRM software and accounting software.

• CRM software – CRM stands for Customer Relationship Management, but as a recruiter, you should think of it as Candidate Relationship Management. Numerous pieces of bespoke software are available to help you easily keep track of who’s applied for which job, and sort candidates according to skills and experience.
• Accounting software – Not many people (apart from accountants) love the financial side of running a business – running payroll and putting together tax returns can quickly make you question the wisdom of getting set up on your own. However, while you’re unlikely to be able to afford an accountant in the early days, investing in accounting software that lets you track expenses and payments could really pay dividends. You can make sure you stay on top of your finances, and don’t have any sleepless nights when it comes to filling in your tax return.

Office space

You might start off in your bedroom, but sooner or later, you’ll want to find a proper space where you can meet candidates and run your business. A co-working space is a great first step, getting you out of your living room but saving you the responsibility of single-handedly renting a space. You can find out more in our in-depth guide to the costs of co-working , but expect to pay anything between £100 and £600 a month in London depending on location and facilities. Outside the capital, prices fall dramatically – with a co-working space in Sheffield, for example, costing approximately £200 a month.

As a recruitment business, you shouldn’t need much in the way of equipment. The days of fax machines are long gone, and contracts can be electronically signed using services like Docusign . Make sure you have a good phone and internet connection, as well as a selection of private spaces where you can meet candidates.

Location is also important: you’ll want to ensure you’re based somewhere that’s easy for candidates to get to, and also consider whether there’s a part of town which is a particular hub for the industry that you specialise in.

There’s no getting around this one – as soon as you employ your first member of staff, you’ll need employers’ liability insurance that covers you for claims of up to £5m. It’s also a good idea to consider getting public liability insurance, which would cover you if anything happens to a candidate or client on your premises, while any vehicle used by the business must have a motor insurance policy in place.

Recruitment is commonly associated with two things – high salaries and high turnover.

Let’s tackle salaries first. While this is likely to be your biggest ongoing expense, it’s a bit of a myth that recruiters are always on high salaries. Nationally, PayScale data indicates that the average UK salary for a recruiter is £26,443 – notably below the UK average of £31,772 a year (or £611 a week).

Of course, this masks significant regional variation, with LinkedIn Salary data indicating that the average for a recruiter in London is £35,000 – compared to £27,500 in Manchester, £29,500 in Sheffield, and £29,500 in Leeds. And you’ll likely need to also factor in commission, which averaged £5,000 according to PayScale and £10,000 according to LinkedIn.

In terms of staff turnover/staff churn, there’s no doubt that this is an issue for recruitment businesses, with rates commonly cited that are double or even triple the national average of 15%. The common turnover factors still apply – make sure you’re open to flexible working, and that salaries keep pace with the industry at large – but dealing with rejection is often cited as the most difficult part of working in recruitment.

It might therefore be a good idea to ensure that a system is in place for employees that are struggling. For a startup, this could be as simple as an empathetic senior member of staff that can offer the benefit of their experience. As you grow, investing in dedicated mental health support could really pay dividends.

With a recruitment business, awareness is key. You need everyone to know what you do, and how you go about it – which makes marketing really important. Consider targeted digital and social media marketing campaigns, as well posting on online job boards.

While it can be difficult to know how much to spend, make sure you don’t commit to a campaign before you know it will deliver a solid ROI. Start small, and then scale up if you see positive results.

Project management software

With so many things to juggle, using project management software can make a huge difference to your recruitment business. Easily keep track of everything that needs to be done, and instantly see which tasks are overdue. Some programs can even automate processes completely to significantly improve efficiency.

Given the myriad costs discussed above, making sure you can finance your recruitment business should be one of your first priorities. Given the delay between outlay and financial return, cash flow is a common issue for recruitment agencies.

Alongside trying to secure investment or a business loan, make sure you consider invoice factoring. This is common in recruitment, and is a great way to manage a temporary shortfall – find out more in our guide to invoice factoring fees .

Two finance providers that specialise in the recruitment industry are Sonovate and Quba Solutions.

Sonovate specialises in invoice finance, allowing businesses to borrow against their outstanding invoices in order to free up cash and pay their contractors on time. It has already funded over £500m in invoices to date.

Quba Solutions

Quba Solutions is a contract finance provider that offers finance and back office services to recruitment firms. Its packages allow you to easily generate invoices, chase payments, and ensure that your cash flow remains positive.

Expert insight: Gary Ashworth

Recruitment veteran Gary Ashworth has over 40 years experience in the industry, founded his first recruitment company when he was just 21, and is currently chairman of three different recruitment companies. Speaking to Startups, he stressed the importance of having a coherent financial plan in place:

“If you want to take advantage of running contract or temporary staff as well as charging a fee for making them permanent, then you’ll have to have a line of credit in place to cover their wages, since you might not get paid for 30-60 days or longer.

“You’ll also need a more sophisticated back office to process all of the transactions and that will come at a cost.

“It's absolutely crucial you get the numbers right – you should be turning 20% of your net fee income into profit .

“If you’re not doing that, then you’re either paying your staff too much or your establishment costs are too high. You don’t want to be a busy fool who works hard but barely makes a profit!”

The main piece of legislation that covers the recruitment industry is the Employment Agencies Act 1973 . If you want to set up a recruitment business, you’ll need to make sure you know this legislation inside out. The REC has a helpful guide, and this infographic nicely summarises the main points.

Source: Agency Central

Alongside members and key figures from the world of recruitment, the REC has also created the REC Code of Professional Practice, which aims to promote consistent standards across the industry. This covers the following 10 areas:

• Respect for Laws
• Respect for honesty and transparency
• Respect for work relationships
• Respect for diversity
• Respect for safety
• Respect for professional knowledge
• Respect for certainty of engagement (ensuring that workers are fully informed of the pay and working conditions for the role they are being employed in)
• Respect for prompt and accurate payment
• Respect for ethical international recruitment
• Respect for confidentiality and privacy

As is the case with any business, starting a recruitment agency is not for the faint hearted – but following the steps laid out above should ensure you avoid some common pitfalls.

Starting off with a good business plan is crucial – one that makes it clear what your business strategy is, has detailed cash flow forecasts, and demonstrates your in-depth knowledge of your target market. If you’re starting out with no recruitment experience, then taking on an employment franchise could be a great option – and regardless of whether you’re franchising or going it alone, choosing the right pricing structure is key.

The UK recruitment industry is already a crowded market. Finding your niche is extremely important, as is having an innovative mindset that’s open and ready to implement new recruitment solutions.

With initial costs likely to include a website and marketing, and later steps on the ladder entailing expenses like office space and CRM systems, having the right finance in place should be a cornerstone of your business strategy. Finally, make sure you have an in-depth knowledge of the UK’s employment agency legislation to ensure you’re operating legally.

Startups.co.uk is reader-supported. If you make a purchase through the links on our site, we may earn a commission from the retailers of the products we have reviewed. This helps Startups.co.uk to provide free reviews for our readers. It has no additional cost to you, and never affects the editorial independence of our reviews.

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RECRUITMENT BUSINESS PLAN: How To Write a Recruitment Business Plan

• by Folakemi Adegbaju
• August 14, 2023
• No comments
• 10 minute read

Table of Contents Hide

How to start a recruitment business, how to write a recruitment business plan, final thoughts, how do recruitment agencies make money uk, how much commission do recruiters earn uk, do i need a licence to start a recruitment agency uk.

It’s obvious that recruitment agencies now face a very different problem as the country’s economic recovery picks up speed. Although the environment for recruitment businesses is undoubtedly difficult, there are significant opportunities for intelligent operators, and the medium-to-long-term prospects for the sector are excellent, but having a good recruitment business plan in the UK makes it easier. A solid recruitment business plan is very important when you are starting your own recruitment agency to serve as a road map to a productive recruitment business.

Let’s zoom off!

What Is a Recruitment Business?

External companies, known as recruitment agencies, help organizations discover qualified applicants. Employers assign them the responsibility of locating applicants for open positions within their organizations in order to save time and money and to gain access to a wider candidate pool than a direct advertisement or company network can.

Growing your portfolio of clients is vital to any new recruitment business. The following are the steps you need to follow when starting your recruitment business:

#1. Learn About Recruitment

Anyone considering starting a recruitment business would benefit from prior experience as a recruiter or recruitment manager, but it is also feasible without prior HR knowledge. If you are new to the recruiting industry, you might think about taking a recognized course that will provide you with the skills and knowledge you need to understand how the recruitment industry operates.

Most importantly, you will discover efficient techniques for finding and hiring candidates. Knowing this is important since it can assist you in hiring HR professionals and recruiters who are qualified for your recruitment business. When you assign them recruitment tasks, you can use this expertise to ensure that they are efficient and productive.

#2. Find Your Niche

If you’re going for a specific business sector, work to establish yourself as an authority and specialist in that field by conducting in-depth studies, participating in industry-related events and reading industry publications, and gradually building relationships with its major players. You have little chance of surviving as a freshly created recruiting agency unless you establish a specialty. Given the well-known brands and prominent positioning of the big companies, it is extremely challenging to compete in the general recruitment market.

Many of the most prosperous smaller-scale recruitment firms have flourished by adhering to a niche market they are intimately familiar with.

#3. Write a Business Plan

You can write a recruitment business plan to more effectively organize all of your recruitment business concepts. When launching a business, business plans are crucial, especially when you’re looking to get financing.

#4. Register Your Recruitment Agency

The most formal procedure for opening a recruiting agency is filing business registration forms with Companies House and HM Revenue and Customs (HMRC). You can do it yourself if you believe you have the required knowledge and abilities. A business can often be formed in a matter of hours, and the process can be completed online. Hiring a seasoned accountant to assist you in this procedure is an additional choice. You would receive a certificate of incorporation after registration, which would include the agency’s founding date.

#5. Invest in Tech Tools

These days, technology and recruitment agencies are closely related. As a result, you should spend money on the appropriate instruments because you’ll wind up saving a lot of time and money that way. One of the most well-liked and dependable pieces of online software used by recruiters is the applicant tracking system (ATS).

#5. Assess Your Competitors

After deciding on the market and the type of recruiting firm you intend to launch, analyze your main rivals. Never play a game without understanding its rules and the players you’ll be up against as you strive to advance in the ranks and gain clients. Because of this, your initial study should focus on the major players in your target market, including their standing, record of success, and business background. Find out how their agency differs from what you had in mind and how you might take advantage of the holes they don’t fill.

#6. Invest in People

When you decide it’s time to bring on extra recruiters to aid with workload management, it’s critical to continually provide them with alluring advancement prospects. They can continue developing their abilities in order to support the success of your organization in this way.

#7. Be Visible

Make sure your business appears towards the top of online search results for potential customers. A responsive website, SEO, Google Ads, and social media marketing are all excellent resources that can help you outperform your rivals.

 #8. Assess Your Finances

Even while most other companies need more capital to get off the ground than recruiting businesses need, you should still be aware of your available resources. Be deliberate and learn what it takes to operate an HR-related firm effectively, or you’ll start your company without the essential resources and in the dark.

Think about expenses for things like office supplies, technology, personnel, insurance, etc. Consider your financial situation, how much cash you have on hand, and whether you would be able to get a credit loan or government assistance.

#9. Research Laws and Regulations

You should investigate the market and the competition, and you should be familiar with the rules and laws that apply to your business. Without those details, you run the danger of unintentionally breaking the law or skipping important tasks. If you want to manage a successful recruitment agency, you must equip yourself with information and assemble the necessary staff to assist you in keeping up with the most recent regulations and policies. As a result, the majority of businesses rely on attorneys and counsel to handle legal matters.

However, as the owner of a recruitment business, you should always invest time in learning about pertinent rules and regulations to avoid future legal issues.

What Is a Recruitment Business Plan?

A recruitment business plan doesn’t have to be extremely complex. However, you do need a well-thought-out plan to help you lay a solid basis for development, minimize risk, and free up your time once you go live to focus on the fun part of billing instead of figuring things out as you go. By making the necessary preparations now, you’ll have fewer distractions during the truly enjoyable portion of earning money and be able to fully appreciate having the freedom to run your own business. We assure you it’s a great investment, and you’ll be happy you did when you take off at your new recruitment business.

Spend as much time going through some samples of service-related business plans as you can before you begin drafting your recruitment business plan.

There are some steps you need to follow while writing a recruitment business plan. Here are they:

#1. Executive Summary

An executive summary provides a broad overview of the company and all of its components. In many cases, writing it after you’ve created the other parts of a business plan might be advantageous. 

What would you say if you were pitching your company to an investor? Keep in mind that banks and investors have likely heard thousands of other pitches before yours, so you must really stand out to get their attention. It will be worthwhile to put substantial thought and effort into the executive summary of your recruitment business plan UK.

Keep in mind that this is your chance to persuade investors of the legitimacy of your company. Keep your tone upbeat, concise, and understandable. Don’t get sucked into lengthy explanations or descriptions, and steer clear of technical jargon. Go and capture your investor’s mind.

Consider these facts when writing your executive summary:

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

#2. Company Overview

You should thoroughly define the agency’s main services, activities, goals, and management style in this part so that readers may understand how the organization operates and how its management style supports those aims in this section of your recruitment business plan UK. You would also specify here who you wanted the clients of the recruitment business to be. Furthermore, you have the opportunity to adequately introduce yourself and your recruitment business in the company overview. You can provide more information about your strategies for guaranteeing the success of your recruitment agency to possible investors.

Also, keep in mind that the reasons investors should choose to invest in your recruitment agency and the reasons they should feel they will receive a return on their investment should be your main focus. However, you must demonstrate that you’re already in the recruitment sector. Tell them how much you understand the market, what changes you anticipate, and how your business is poised to succeed in the future.

Consider the following while writing your company overview, it will help you when writing a company overview:

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

#3. Management Team

This section of your recruitment business plan UK focuses on the management and staff members who would aid your organization in achieving its objectives. It also outlines their obligations. However, a company is only as good as the individuals running it. You’ll need the assistance of an excellent staff if you want to truly succeed with your recruitment firm. You should describe your management, personnel, and future growth plans in the area of your strategy devoted to management and important individuals.

It is also not necessary for this part to be overly lengthy or intricate. Investors only care that you have a strong management team and, where necessary, that you have strategies in place for future expansion. You’ll be alright as long as you’ve demonstrated this.

You can also include the following in this section to make it more attractive and catchy for your reader:

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

#4. Market Research

You must also consider your target audience and how you will stand out from the competitors in this part. In order for investors to understand your agency’s priorities, you should try to be as specific as you can with this. Potential investors could think you haven’t given it much thought if you are too unclear. Also, consider yourself to be your ideal client. What will persuade them to pick you over another recruitment agency?

Include the following in this section to give your reader a better understanding of what you are saying:

• How much do you know about your competitors?
• How many large recruitment agencies operate in your area?
• What is the average cost of employing a recruitment agency?
• Do they specialize in any particular industry? How does this compare with your own business?
• How will you get the attention of clients?
• How much will you charge your clients?
• What will make them choose you over other competitors?
• How can you gain their loyalty?

 #5. Business Objectives

Imagine where your business will be in a month, six months, a year, and perhaps five years. But don’t lose your mind. Ambition is admirable, but you shouldn’t claim that your company will dominate its sector after a few years because that will make you appear foolish. However, both short-term and long-term objectives will be necessary for your recruitment firm. These goals should define for possible investors what you hope to accomplish over a specific period of time. To keep track of your objectives, you can also try to apply the S.M.A.R.T. (Specific, Measurable, Attainable, Relevant, Time-based)  criteria.

You can also include the following to help you add more objectives:

• How many clients do you expect to have after the first two months?
• How much revenue do you expect to see after the first six months?

#6. Financial Forecasting and Financial Projections

The financial strategy, which outlines how you intend to fund the organization, is one of the most crucial components of your recruitment business plan UK. You can use it as a place to project how much money the agency will bring in . It may also take the greatest effort and time to complete this part of the recruitment business plan, but doing it right is crucial. You’ll need to demonstrate to potential investors how you’ll make back their investment. What is your potential profit per client? How many customers do you expect?

You need to also consider and  budget for the following:

• Purchase estimations
• Hiring costs

The following must also be added to your financial forecasting and financial projections to make your investors get a better understanding of your recruitment business plan in the UK:

• Sales forecast
• Expense budget
• Cash-flow statement

It seems confusing, right? That’s why we’ve compiled a recruitment business plan for you to make it easier and stressless.

#7. Funding

Be as transparent as possible about your financial situation. While writing your recruitment business plan, nothing should be kept from your investors. Do you already have existing financial support? Your investors will need to know how much start-up capital you have, and where it’s coming from. You need to let them know whether you’re using money from your own pocket, or whether you have investments from some other backer.

You must also be clear about how much cash you will require now and in the future. Investors should be informed about how the money will be used, whether it is for staff salaries, equipment purchases, or rental fees for space.

However, don’t ask for more than you need because doing so would likely be a turn for investors.

You can get funds through the following means:

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

By developing a thorough and understandable recruitment business plan, you’re giving yourself the best chance of success. As a result, you’ll be able to open your recruitment business with confidence. Investors adore comprehensive business plans, so keep in mind that the more specifics, the better. We’ve compiled a recruitment business plan just for you! With this, you can open your recruitment agency with confidence!

In the UK, companies that hire applicants from recruitment agencies pay the firms. Typically, the agency receives payment from the company in the form of a percentage of the starting compensation for the new hire

When hiring higher-paid employees, recruiting services may demand hefty fees. A recruitment agency will typically charge between 10 and 30 percent of the annual basic wage. The expected recruitment agency fees for base wages range from £20,000 to £100,000

Despite the fact that the sector is regulated, the majority of agencies don’t need a licence to operate, though there are a few exceptions. A licence from the Gangmaster and Labour Abuse Authority has required if an agency supplies workers to the agriculture, horticulture, or food processing/packaging industries.

Despite the fact that the sector is regulated, the majority of agencies don't need a licence to operate, though there are a few exceptions. A licence from the Gangmaster and Labour Abuse Authority has required if an agency supplies workers to the agriculture, horticulture, or food processing/packaging industries.

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• RECRUITMENT INSURANCE: How It Works Explained
• Recruitment Agency Insurance: A Detailed Analysis
• BUSINESS LIFE INSURANCE: Definition, Types And All You Need
• TRAINEE RECRUITMENT CONSULTANT: Qualification, Skills, And Salaries(Updated!)

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Business Plan Template for Recruitment

• Great for beginners
• Ready-to-use, fully customizable Subcategory
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Recruitment agencies and talent acquisition businesses know that success in the competitive industry hinges on strategic planning. That's where ClickUp's Business Plan Template for Recruitment comes in!

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

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

Business Plan Template for Recruitment Benefits

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

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

Main Elements of Recruitment Business Plan Template

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

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

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

How To Use Business Plan Template for Recruitment

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

1. Define your business objectives

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

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

2. Identify your target market

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

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

3. Develop your marketing and recruitment strategies

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

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

4. Create a financial plan

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

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

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

Get Started with ClickUp’s Business Plan Template for Recruitment

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

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

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

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

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

Download this recruitment agency business plan template in PDF or Word format, or tailor it to your project directly in our business plan software.

Discover our recruitment agency business plan template

Our recruitment agency business plan template gives you the structure to write a professional plan.

Not accustomed to writing business plans? Our recruitment agency business template will turn a typically challenging process into a total breeze.

Modelled on a complete business plan of a recruitment agency in Normandy, our template features both the financial forecast and the written part that presents the project, its team, the local market and the business strategy implemented by the management.

Cast your eyes on this template to achieve a better understanding of what your bank and investors would like to see, so that you can create a business plan that meets their expectations.

7 day free trial. No credit card required. Recruitment agency business plan template available with paid plans only.

How to use this recruitment agency business plan template

Edit the recruitment agency business plan template online, or download it.

There are 3 ways to use this template:

• Edit it online: you can adapt this template to your business idea by changing the text or the financial forecast directly in our business planning software
• Download in PDF: if you're just after a little inspiration, you can download the recruitment agency business plan template in PDF to read over it
• Download in Word format: want to edit your plan on Word? Simply export the recruitment agency business plan template to Ms Word (.docx) format

Recruitment agency business plan template content

This template includes a complete recruitment agency business plan example, with a financial forecast and the following sections:

• Executive summary: the executive summary gives the reader a clear and concise overview of your business idea
• Company: this section lays out the structure of your business, including its location, management team and legal form
• Products and services: here, you'll give an overview of the services offered by your recruitment agency (express and classic recruitment services)
• Market analysis: the market analysis is where you’ll demonstrate that there is a strong demand for your recruitment agency through a thorough assessment of the industry (customer profile, hot trends, regulation, competition, etc.)
• Strategy: this section highlights your recruitment agency's game plan when it comes to pricing, marketing and mitigating risks along the way
• Operations: this step lays out your recruitment agency's operational organisation, including the recruitment plan
• Financial plan: the financial plan includes a table of sources & uses (initial funding plan), and complete financial statements (P&L, balance sheet and cash flow statements)
• Appendices: this part provides the opportunity to include multiple financial appendices generated by our software (debt maturity profile, monthly financial statements, financial analysis, etc.)

Executive summary for a recruitment agency business plan

The executive summary gives the reader a clear and concise overview of your business idea.

Our recruitment agency's executive summary is formed of the following subsections:

• Business overview: in this subsection, we outline who the recruitment agency founders are, what legal form they've chosen for the business, and the rationale behind the choice of their location
• Market overview: in this subsection, we summarize the conclusions of the market analysis performed by the recruitment agency's owners and explain what industries (hospitality) and business types (cafes, restaurants, hotels) they aim to target
• Financial highlights: in this subsection, we give an overview of the forecasted financial performance of the recruitment agency over the first 3 years of operation
• Our ask: in this subsection, we outline the amount of financing required to start the recruitment agency and how it's going to be funded (the founders are seeking a bank loan to start their recruitment agency)

Company overview included in our recruitment agency business plan sample

This section lays out the structure of your business, including its location, management team and legal form.

Our recruitment agency business plan template's company section is formed of the following subsections:

• Structure & Ownership: in this subsection, we outline who the recruitment agency's shareholders are and what legal form they've chosen for the business
• Location: in this subsection, we present the area surrounding the location chosen for the business and the layout and main features of the premises
• Management Team: in this subsection, we give an overview of the background of each of the recruitment agency's founders, explain how they met and why they decided to start a company together

Products and services offered by the recruitment agency

The products and services section is where you will present the different types of services offered by your recruitment agency.

In our recruitment agency business plan template products and services section, we cover:

• Express service: characterised by speed, this service aims to help hospitality businesses find skilled replacements last-minute (within 24 hours)
• Classic service: a stock-standard service that helps hospitality businesses find skilled workers on a permanent basis

Market analysis for the opening of the recruitment agency

The market analysis is where you’ll demonstrate that there is a strong demand for your products and services through a thorough assessment of the industry (customer profile, hot trends, regulation, competition, etc.)

Our recruitment agency business plan example's market analysis section is formed of the following subsections:

• Demographics and Segmentation: in this subsection, we explore the market in depth. We look at the supply and demand sides both at the national and local level, analyse the hot trends perceived by the founders, and the key statistics that will help the founders build their positioning
• Target market: in this subsection, our founders explain who they view as their ideal customers (our recruitment agency business plan template targets cafes, hotels and restaurants)
• Competition: in this subsection, we take a look at the direct (independent recruitment agencies nearby) and indirect (other ways of hiring staff) local competition to ensure we have a differentiated positioning and that the market is large enough to accommodate the arrival of a new recruitment agency
• Regulation: in this subsection, we give an overview of the main regulation applicable to our recruitment agency

Setting the strategy for our recruitment agency

This section highlights the company's game plan when it comes to pricing, marketing and mitigating risks along the way.

Our recruitment agency business plan template strategy section is formed of the following subsections:

• Pricing: in this subsection, we explain how we set the prices of our main categories of services (express and classic recruitment) and the rationale behind our choice
• Marketing plan: in this subsection, we explain what action we'll put in place to build awareness and loyalty among our recruitment agency customers
• Milestones: in this subsection, we give an overview of the main goals we set for ourselves for the next 3 years
• Risks and Mittigants: in this subsection, we perform an assessment of the medium and long-term risks that could jeopardize the financial viability of our recruitment agency and outline how we intend to mitigate them

Operations section of the recruitment agency business plan template

This part lays out the company's operational organisation, including the recruitment plan.

Our recruitment agency business plan operations section is formed of the following subsections:

• Personnel plan: in this subsection, we explain what our opening hours will be and explain the responsibilities of each of staff member in our recruitment agency
• Key assets and IP: in this subsection, we list the assets and intellectual property rights which are critical to our business operations and explain how we will secure and protect each of these
• Suppliers: in this subsection, we give an overview of the main suppliers we will use our what commercial terms have been negotiated with them

Financial plan included in our recruitment agency business plan template

This section presents the expected financial performance of the recruitment agency over the next 3 years.

Our recruitment agency business plan example's financial plan is formed of the following subsections:

• Start-up funding: in this subsection, we list the cost of each item required to launch the recruitment agency
• Important assumptions: in this subsection, we explain the methodology and the main assumptions used to build the recruitment agency's financial forecast
• Sales forecast: in this subsection, we detail the expected revenues and growth rate for our recruitment agency in the coming years
• Cost structure: in this subsection, we list all the expenses required for our recruitment agency to operate smoothly
• Projected Profit & Loss statement: in this subsection, we analyse our forecasted P&L and comment on the expected profitability of our recruitment agency over the next 3 years
• Projected cash flow statement: in this subsection, we analyse the expected cash generation of the recruitment agency
• Projected balance sheet: in this section we give an analysis of the liquidity and solvability implied from our balance sheet

Appendices of the recruitment agency business plan template

This part provides the opportunity to include multiple financial appendices generated by our software (debt maturity profile, monthly financial statements, financial analysis, etc.).

Our recruitment agency business plan template's appendices include:

• A maturity profile chart showing the principal repayments of their loans over the next 3 years
• A monthly cash flow forecast: showing how much cash is being generated or consumed each month over the first 3 years of operations

Recruitment agency business plan template sample

Executive summary, business overview.

Cavine Recruit will be a recruitment agency specialising in the hospitality sector.

Our primary aim is to help cafés, hotels and restaurants in and around Caen's city centre hire "last minute" temporary staff.

We will also help those hospitality businesses find qualified personnel who are willing to join them on a permanent contract. 

Cavine Recruit will be a limited liability company, managed by Catherine V. and Vincent A. with a share capital of €5,000.

Our offices, located at 34 Quai de la Londe in Caen, are walking distance from the Vaugueux (an area where most of the restaurants in Caen are located). This is ideal for increasing our visibility.

Both managers have known each other for over a decade. Together they have 20 years' experience in hotel and restaurant recruitment. They decided to start their own recruitment agency together to combine their skills and passion.

Market Overview

National Market

The recruitment agency market in France

According to the 2016 Prism'Emploi report, there are 7,257 recruitment and temporary employment agencies in France. The market was valued at €17.7 billion (turnover) that year.

46% of recruitment agency clients are SMEs and recruitment agencies generated €147.7 million of turnover in 2016.

Market leaders in the interim and recruitment agency market include Adecco, Randstad, Manpower and Hays Recruitment. Despite their dominance, many independent and niche firms remain competitive in the market.

When it comes to sectors where a specific profile is desired, companies tend to favour headhunters or independent recruitment agencies specialising in that industry to find the perfect candidate.

Mandates entrusted to independent recruitment agencies are mainly fixed-term and permanent contracts.

How recruitment firms find staff:

• Professional directories
• Approaching profiles on social networks such as LinkedIn
• Advertising on their website
• Advertising on third-party sites such as Reed or Indeed
• Other internet-based methods

According to the 2017 report by the Ministry of Labour, 34% of companies use recruitment intermediaries to recruit employees. This process has a success rate of 15%.

It's not only companies that use recruitment agencies. They have become an ideal springboard for those seeking employment. APEC estimates that 128,159 young executives and graduates used recruitment agencies to find jobs in 2018.

Local Market

The 2018 Calvados Tourism Observatory report estimates that both the City of Caen and its surroundings are prevalent in the hotel sector - accounting for 49% of all hotels and 34% of overnight stays in the county of Calvados.

It's also estimated that 41% of tourist revenue in Normandy in 2016 came from hotels, cafés and restaurants.

According to the FAFIH, there were 9,300 businesses, 12,500 seasonal workers during the summer and 2,900 in winter in Normandy in 2018. 90% of hospitality companies were also micro-enterprises.

The sector mainly consists of:

• Traditional catering (49%)
• Hotels (22%)
• Catering services (15%)
• Others (14%)

A tool set up by Carif Oref Normandie, which deals with training and employment, identifies staff shortages in terms of supply versus demand. Caen lags behind in this aspect in both the hotel and catering sectors.

53% of the recruitment projects recorded in 2018 were assessed as difficult, and 55% were destined to be seasonal jobs.

Financial Highlights

We expect to be profitable in our first year of activity with sales of €95,775 and an EBITDA of €6,056 (with a 6.32% margin) for year 1.

We expect to be able to continue to grow our business to reach €105,375 in sales and €13,572 in EBITDA (with a 12.88% margin) by year 3.

Cash generation should be positive over the duration of the plan.

The business should be sufficiently capitalised to enable us to meet our loan repayments while retaining sufficient headroom to deal with unforeseen circumstances.

We estimate that we need a total of €30,000 to open our recruitment agency.

Our partner will contribute €20,000 (67% of the total amount).

We would like to obtain a bank loan of €10,000 to complete the financing.

500,000+ entrepreneurs have already used The Business Plan Shop

Easy to get started with and well-guided throughout. Lots of business plan templates to help you and writing is easy because there are explanations at each step of the process.

Quite frankly excellent because I was able to finalize my business plan in less time than expected. This software offers a very coherent and complete approach to writing your project.

It is a very well designed software that allows you to visualise each step of your project, understand if the idea is viable or not and think about the steps needed to start your business.

The software is just impeccable. Of course, it meets the requirements of people starting a business. In addition to having a tool for putting together a proper financial forecast, there is also a tool to help write the business plan.

Try The Business Plan Shop before you buy

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Learn more about The Business Plan Shop

Recruitment agency business plan template faq.

A recruitment agency business plan is a written document that sets out the commercial, operational and financial objectives of the company over the next 3 to 5 years.

It consists of two main parts:

• A written part that presents, in detail, your recruitment agency business, the team, your strategy, and your medium-term objectives.
• A financial forecast that highlights the expected profitability of the recruitment agency and the initial funding requirements.

The lack of business planning is one of the main reasons why more than 50% of startups fail within 5 years. If you're starting a recruitment agency, writing a business plan is a must-have in order to reduce the risk of failure of your project.

Business plans are also required by most lenders and investors in order to secure financing, therefore a business plan is also highly recommended if you're seeking a loan or equity investment for your recruitment agency.

Writing a recruitment agency business plan without The Business Plan Shop can be both error-prone and time-consuming - whether you're new to entrepreneurship or experienced:

• You'll need to research the structure of a business plan, what to include in each section, and what key elements investors and lenders expect to see
• You may encounter writer's block (especially if it's the first time you're writing a business plan for your recruitment agency)
• You'll need to create a financial forecast on a spreadsheet which requires a solid understanding of accounting and financial modelling in order to be done without error
• You'll need to spend hours formatting financial data on Excel or Sheets before it's ready to integrate into your business plan
• Any updates to your recruitment agency business plan or financial forecast will need to be done manually

Luckily for you, The Business Plan Shop's online platform and recruitment agency business plan template guide you through every stage of writing a business plan, so that you can spend more time managing and growing your business instead.

Our editor follows a best-in-class structure for professional business plans. Each section and subsection includes examples and instructions to help you, while our business plan templates provide further inspiration if you're stuck.

Our financial forecasting software helps you create a forecast and integrate it into your business plan with ease. Anytime you update your data, your business plan automatically updates.

And with our forecasting software all the calculations are done for you, without errors.

The budget to start and run a recruitment agency will depend on the exact concept and location.

An online recruitment agency that does not have physical offices would probably have much lower startup costs than one that isn't fully remote. This is because staffing costs, rent and other overheads would be minimal or non-existant. Hiring a specialist website designer would also increase startup costs considerably.

As an example, in our recruitment agency business plan template the total initial funding requirement amounted to €30,000, with the founders contributing €20,000.

In order to assess the exact budget for your recruitment agency idea, you need to do a financial forecast using a financial projection tool such as the one we offer .

The package we offer at The Business Plan Shop goes way beyond a simple blank template you need to fill. With our platform you get:

• Access to one of the best business plan software on the market
• Access to our recruitment agency business plan template which contains a complete example of a written business plan and financial forecast to start a recruitment agency
• Access to our entire business plan templates library - giving you dozens of examples to take inspiration from
• Access to our financial planning and analysis platform so that you can track the actual performance of your business against what you had planned in your business plan and re-plan easily

But you shouldn't take our word for it: try our solution for free and make your own opinion!

The free trial enables you to try the software for free during 7 days in order to verify that it meets your requirements before buying.

Some features are limited during the free trial, the main limits are:

• You can only create one business plan
• The financials of the first year are visible, but data for other years are hidden
• You can export your plan in PDF but not in Word or CSV
• No access to our business plan templates

You can create your account and start your free trial here .

Access to our template is included with all our paid subscriptions.

Please visit our pricing page to learn about this in more detail.

Other business plan templates and resources to discover

Understanding the Importance of a Business Plan

A well-structured business plan is the cornerstone of success for recruitment agencies. It   serves as a blueprint outlining  your agency’s vision, mission, goals, strategy, and financial projections. 

Here is why it is crucial for the success of a recruitment agency. 

• A well-crafted business plan is a strategic tool that enables recruitment agencies to stay focused on their objectives, create a competitive edge, and ultimately achieve long-term success. 
• Notably, it allows you to identify potential challenges and opportunities, set realistic expectations, and allocate resources efficiently.
• By providing a clear roadmap for growth, a comprehensive business plan helps you navigate the complexities of the recruitment industry and adapt to the ever-changing market conditions.
• It helps you make informed decisions and strategies effectively. 

The 7 Stages of Writing a Startup Recruitment Agency Business Plan

Writing a business plan from scratch for your recruitment agency can be challenging. We’ve compiled a comprehensive step-by-step guide to explain the process.

Here are the seven stages involved in putting together this critical document:

• Defining your recruitment agency’s vision and mission
• Identifying your business model and services
• Conducting market research and analysis
• Developing a marketing and sales strategy
• Building your team and infrastructure
• Defining financial projections and funding
• Outlining risk assessment and mitigation strategies

Stage #1: 3 Steps Procedure for Defining Your Recruitment Agency’s Vision and Mission

Creating a solid   vision and mission statement  for your start-up recruitment agency business plan is crucial to guiding your business in the right direction.

To do this, follow the below steps:

• Define your purpose.
• Establish your goals.
• Outline your values.

With a trusted partner like Recruiter Startup

costs to start your recruitment desk are minimal compared to starting from scratch

Step #2: Establish your goals.

Set measurable goals to work towards, such as:

• Place 100 candidates in new jobs within the first year.
• Generate £250,000 in revenue by the end of year two.
• Build a network of 500 vetted clients and 1,000 active candidates in the UK.

If you’re putting together a start-up recruitment agency business plan, it’s important to review and revise your goals regularly based on your progress and market conditions. 

Step #1: Define your purpose.

Establish the underlying reason for starting your recruitment agency in the first place. Do you want to help people find meaningful work, support growing businesses, focus on a niche industry, or something else? Whatever the reason, your purpose should align with your values.

For example:

• To help UK technology startups attract top talent.
• To provide job opportunities for disadvantaged groups in local communities.
• To become the go-to agency for healthcare recruitment in the UK.

Step #3: Outline your values.

The values that guide your agency will shape your culture and brand.

Examples include the following:

• Integrity:  We’re honest and transparent and keep our promises.
• Excellence:  We strive to exceed expectations and deliver the highest quality service.
• Diversity:  We believe in providing equal opportunities regardless of gender, ethnicity, or background, in line with the  UK Equality Act 2010 .

Your vision, purpose, goals, and values provide the foundation for your recruitment agency business plan. Refer to them often when making critical decisions to stay on track. 

Stage #2: Identifying Your Business Model and Services

Next, consider which business model suits your needs: focusing on permanent placements, contract staffing, or both.

The services you offer should align with your expertise and target market. For instance, if you have a background in IT, specialising in tech recruitment might be ideal. However, starting with generalist roles could be more suitable if you’re new to the industry.

Developing a comprehensive recruitment agency business plan in the UK (or any other country) can be complex and often impractical for new agency owners. A more efficient alternative is to join a recruitment franchise like  Recruiter Startup .

We provide the necessary infrastructure, tools, training, and support to help you launch your agency quickly, enabling you to start matching candidates with jobs and generating revenue immediately. 

Stage #3: A 4-Step Checklist for Conducting Market Research and Analysis

Performing market research for your recruitment agency is essential for understanding your target market, competitors, and industry trends.

This involves the following activities:

• Surveying businesses in your area
• Researching competitors
• Tracking industry trends
• Analysing data for opportunities

Step 2: Researching Competitors

Investigate what competitors offer and how they operate — research their fees, services, and client attraction strategies. The UK recruitment industry is highly competitive, comprising  over 27,700 agencies . Hence, understanding your competition will help you differentiate your agency.

Step 1: Surveying Businesses in Your Area

Determine hiring needs and budgets by surveying local businesses. As of 2022, the UK had approximately  5.5 million  private sector businesses, providing ample opportunities to explore various industries and niches. 

Step 4: Analysing Data for Opportunities

After gathering data, analyse it to identify opportunities and establish a competitive advantage. Look for unmet needs or new trends to capitalise on.

Step 3: Tracking Industry Trends

Stay updated on trends like remote work, which increased significantly during the COVID-19 pandemic, with   17.4% of the UK workforce   working from home in 2020. Also, monitor the demand for contract staff, as the gig economy has grown in recent years. Adapting to the ever-changing recruitment landscape is vital for long-term success.

Starting a business from scratch can be hectic. As an alternative, consider joining a recruitment franchise like Recruiter Startup. We have an established brand and in-depth industry knowledge, helping you begin your journey with a solid foundation.

Check out our  associates recruitment model  to learn more about how we operate and how much you can earn working from home.

Stage #4: 5 Tips for Developing a Marketing and Sales Strategy

A solid marketing and sales strategy is crucial for building a successful business, recruitment agencies inclusive.

These five tips can help outline a compelling start-up recruitment agency business plan, which is vital if you’re looking to convince investors to fund your enterprise:

• Define your target market.
• Build your online presence.
• Develop a marketing strategy.
• Source great candidates.
• Provide excellent service.

1. Define your target market.

To identify your ideal job-seekers, focus on an initial niche, such as IT professionals, nurses, or teachers. You may go on to specify locations, experience levels, and skills.

For example, you may focus on recruiting in the healthcare niche, a highly viable market — the UK has a high demand for healthcare professionals, with the NHS employing o ver 1.4 million people . Targeting your market makes reaching them more manageable.

2. Build your online presence.

About   61% of job-seekers  in the UK used online job boards to find employment in January 2022 alone.

Take advantage of this viable marketplace by developing a professional website to showcase your agency’s credibility. Optimise for search engines using essential keywords, like “recruitment agency” and your location, e.g., “London.” Create LinkedIn, Facebook, and Twitter profiles for networking with candidates and clients.

Our post on how to start a recruitment agency expounds more on the need to achieve a robust digital profile.

3. Develop a marketing strategy.

An excellent recruitment business plan example outlines how it plans to generate leads.

• Identify the best ways to promote your agency. 
• Consider advertising on job sites like Totaljobs, Reed, CV-Library or in industry publications. Offer discounts and promotions to new clients and attend local networking events to form personal connections. 
• Lastly, regularly email your contact list with job openings and agency updates.

4. Source great candidates.

Post jobs on your website, social media, and platforms frequented by your target candidates. You may also utilise your network to gather referrals but thoroughly screen candidates to ensure the best matches for your clients. 

5. Provide excellent service.

Strive to build lasting relationships with clients and candidates — regularly check in to ensure satisfaction and address any issues promptly. Go above and beyond expectations, such as assisting a new hire’s onboarding process.  Up to 83%   of satisfied clients and candidates will likely refer others and return to your agency, boosting profit margins by 25%.

By following these steps, you’ll be well on your way to developing a successful marketing and sales strategy for your UK recruitment agency. While crafting a comprehensive recruitment agency business plan can be challenging, focusing on the essentials lays a solid foundation for your agency’s growth.

Stage #5: Building Your Team and Infrastructure: A 4-Point Checklist

Assembling a team of qualified professionals and establishing the necessary infrastructure is crucial when building a recruitment agency, so you must consider it in your recruitment agency business plan. However, this can be challenging and costly, as outlined in our post on recruitment agency startup costs.

Adhering to the following checklist can make your task easier:

• Hiring recruiters
• Administrative support
• Office space
• Technology infrastructure

2. Administrative Support

Your agency needs administrative staff to manage daily operations, such as answering phones, organising schedules, and updating records. An administrative assistant’s average salary in the UK is  £20,664 annually . Any candidate you’re hiring should have strong organisational and communication skills.

1. Hiring Recruiters

Recruiters are the backbone of your agency. Aim to hire experienced recruiters with proven success in your target industry or job function.

In the UK, the average salary for a recruiter is   £31,489 per year , with bonuses and commission potentially increasing earnings. Recruiters must excel in networking, interpersonal, and sales skills to effectively find candidates and maintain client relationships.

3. Office Space

If not operating virtually, secure office space for your team. Consider a location easily accessible for candidates and clients, with room for private offices or cubicles, a reception area, conference rooms, and storage. In the UK, office rental costs vary by location, with London prices ranging from   £50 to £150  per square foot per year.

4. Technology Infrastructure

Invest in a robust technology infrastructure, including the following:

•   Applicant Tracking System (ATS):  Essential for managing candidates. Popular options in the UK include   Bullhorn  and  Firefish .
• Customer Relationship Management (CRM) system:  Vital for tracking clients and placements.  Salesforce  and  HubSpot  are widely used in the UK.
• Fast internet connectivity:  Important for efficient operations.
• Enterprise-level security:  Crucial for protecting sensitive data and complying with UK data protection regulations like  GDPR .
• Virtual communication tools:  Video conferencing platforms like Zoom or Microsoft Teams facilitate remote collaboration.

Setting up a recruitment agency’s team and infrastructure is a significant undertaking, requiring substantial resources. For those considering an easier route, a franchise model like Recruiter Startup provides the essential components and support, allowing you to focus on growing your business. Check out  what others are saying about us .

Stage #6: Defining Financial Projections and Funding

To create a comprehensive recruitment agency business plan, it’s essential to determine funding sources and estimate projected returns on investment.

2. Finding Funding Sources

With financial projections in place, you can then explore the following recruitment startup funding options:

• Business loans:  Banks, credit unions, and online lenders offer loans, but they require collateral and solid financial projections. The  British Business Bank   can help you find suitable financing options in the UK.
• Angel investors : These are wealthy individuals who invest in exchange for equity and high potential returns.  The UK Angel Investment Network  can help connect you with investors.
• Crowdfunding:  This involves raising small amounts from multiple contributors. Platforms like Seedrs and Crowdcube are popular but require dedicated effort.
• Franchising : Pay an upfront fee to access a proven model and brand, e.g.,  Recruiter Startup . Note: With Recruiter Startup, your upfront fee is only £750 + VAT per month, a far lower expense than starting your own recruitment agency.  

1. Creating Financial Projections

Attract funding by showcasing realistic financial projections for your agency.

Consider the following factors in doing so:

• Revenue : Estimate the number of placements you can make annually and the average fee per placement. In the UK, the average fee for permanent placements is around 15–20% of the candidate’s annual salary. Don’t forget to account for seasonal fluctuations in the job market.
• Expenses : Calculate rent, payroll, marketing, and other business expenses. In London, for example, office rental costs can range from £50 to £150 per square foot per year.Note: When you set up as a franchise recruiter with Recruiter Startup, your expenses will be slashed as you won’t need to spend on office space or staff.
• Profit:  Determine your projected profits by subtracting expenses from revenue. This demonstrates the potential ROI for investors.

To secure funding, present a well-developed business plan with solid financials and explain how the investment will drive growth and profits.

Stage #7: Outlining Risk Assessment and Mitigation Strategies

Considering potential risks and creating strategies to address them is crucial for the success of your recruitment agency.

Here are some key areas to focus on:

1. Identifying and Addressing Risks

When designing your recruitment agency business plan, anticipate challenges and develop solutions.

Common risks include the following:

• Economic downturns : A weak economy slashes hiring rates. Maintain cash reserves and diversify your client base to mitigate this risk.
• New competitors:  Stay competitive by focusing on niche markets and building strong client relationships. There are over 27,700 recruitment agencies in the UK, making it essential to stand out.
• Key staff departures : Retain top talent by implementing training programs and offering incentives. Take note that ensuring high employee turnover can be costly and disruptive.

2. Meeting Legal Requirements

Compliance with legal regulations is vital for your agency’s reputation and success.

To achieve this, ensure you do the following:

• Adhere to data protection laws : Obtain consent for storing and using client/candidate information. In the UK, compliance with the GDPR is mandatory.
• Follow employment regulations:  Verify candidates’ right to work and provide fair pay/contracts. UK agencies must comply with the  Conduct of Employment Agencies and Employment Businesses Regulations 2003.
• Register as an employment agency:  Requirements vary across countries and states. Registration with the  Employment Agency Standards (EAS)   Inspectorate is necessary for the UK.

Saving Time and Cost With the Franchise Recruitment Model

Starting a recruitment agency from scratch can be time-consuming and expensive, especially when considering investing in a robust recruitment agency business plan. However, a franchise recruitment model can save time and money, allowing your business to become operational more quickly and efficiently.

The key benefits of choosing a franchise recruitment model include the following:

• Accelerated business setup : Franchising allows you to leverage an established brand and proven business model, significantly reducing the time and effort required to start your agency.
• Existing customer base:  As a franchise recruiter working from home, you can tap into the franchise agency’s existing customer base, reducing the need to invest heavily in marketing and brand awareness campaigns.
• The lion’s share of all placement fees : When you register as a franchise recruiter with an agency like Recruiter Startup, you get to keep 80%–90% of all your placements.
• Comprehensive business plan:  Franchise recruitment eliminates spending months perfecting your business plan, as the franchise agency provides a tried-and-true plan to follow.
• Online presence and marketing materials:  Franchise recruiters can bypass the hassle of building a website and online presence by using the franchise agency’s established website and marketing materials.
• Cost savings:  The franchise recruitment model often includes software requirements and supplies provided or subsidised by the franchise agency, leading to significant cost savings.
• Expert guidance and training:  Franchise recruiters can benefit from valuable insights and training from an experienced franchise agency that’ll guide them through setting up and operating their recruitment desk.

Choosing a franchise recruitment model allows aspiring agency owners to start placing candidates and generating revenue much sooner. This approach saves time compared to spending months designing a recruitment agency business plan. The franchise model is an attractive option for those looking to enter the recruitment industry hassle-free.  Contact us  now to get started!

Failing to comply with legal obligations can result in fines, reputational damage, or even forced closure. Hence, prioritise compliance from the outset.

Recruitment Agency Business Plan - Frequently Asked Questions

Recruitment agencies make money primarily by charging their clients (employers) fees for successfully placing candidates in job roles. These fees can be either a percentage of the candidate’s starting salary or a fixed fee, depending on the agreement with the client. Some agencies also charge candidates a fee for job search assistance or other career services.

Yes, starting a recruitment agency can be a good idea if you possess strong industry knowledge, networks, and the ability to match job seekers with suitable employers. The recruitment industry can be lucrative and rewarding. However, it’s essential to be aware of the challenges, such as competition, changing market conditions, and the need for adaptation to new technology. 

Some of the   best industries   to start a recruitment agency are:

• Medical and Healthcare
• Information Technology (IT)
• Renewable Energy
• Construction and Engineering

Yes, the recruitment industry can be challenging due to several factors, including the following:

• High competition: With over 27,700 recruitment agencies in the UK alone, competition is quite steep.
• Economic fluctuations: Economic conditions often affect the industry, impacting job availability and demand.
• Changing technology: Keeping up with new technologies like AI and automation may require adaptation and learning.
• Building relationships: Developing solid relationships with clients and candidates is crucial but time-consuming.

Based on data from several sources, the UK recruitment industry is experiencing growth but at a   slower pace . However, over 50% of recruitment agency experts forecast a 1%–25% revenue increase for 2023. While the industry continues to grow, it’s essential to consider factors such as competition and market fluctuations when assessing its overall health.

In Conclusion

So, there you have it — a complete guide to a recruitment agency business plan. As you can see, it’s no easy feat and requires a significant time and financial investment to get off the ground. The business plan alone can take months of work.

Why go through all that hassle when there’s a more straightforward solution?

Franchise models like Recruiter Startup offer a turnkey solution to get your recruitment agency up and running in no time. We provide the systems, training, and support so you can focus on what matters — finding great candidates and clients.

Stop wasting time on business plans and start building your dream recruitment agency today with a working business model. The opportunities are right here, so  take that first step now . You’ll be glad you did!

I’m interested, what are the next steps?

Let's talk about starting your recruitment desk.

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7-Step Guide to Starting a Recruitment Agency

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Recruitment Business Plan

Ready to take control of your future by starting your own recruitment agency.

The closer you get to putting your plan into action, the sooner you will need to write a professional business plan that will help you:

• Understand your competition
• Define your unique selling proposition (USP)
• Outline your business milestones
• Investigate funding options
• Get your business off the ground

SSG is currently supporting 200 UK-based recruitment startups launch and grow into successful agencies, so we’ve put together a helpful and easy-to-follow guide to writing a successful business plan for a recruitment startup.

What should my business plan contain?

• A clear and concise executive summary
• Details about your new recruitment business
• An analysis of the market and your competitors
• Your plan for sales and marketing
• How you will manage the business
• A detailed breakdown of your operations plan
• Your financial projections and requirements

Want to know more about SSG?

SSG gives rocket fuel to entrepreneurial recruiters. By taking the financial risk and administrative hassle out of launching your own recruitment start-up, SSG lets you concentrate on what you love doing: making great placements.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

A free example of business plan for a recruitment agency

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

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

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

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

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

Market Opportunity

Market data and figures.

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

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

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

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

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

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

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

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

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

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

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

Success Factors

Several factors contribute to the success of a recruitment agency.

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

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

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

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

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

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

The Project

Project presentation.

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

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

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

Value Proposition

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

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

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

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

Project Owner

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

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

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

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

The Market Study

Market segments.

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

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

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

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

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

SWOT Analysis

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

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

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

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

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

Competitor Analysis

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

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

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

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

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

Competitive Advantages

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

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

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

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

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

The Strategy

Development plan.

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

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

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

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

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

Business Model Canvas

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

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

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

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

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

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

Marketing Strategy

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

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

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

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

Risk Policy

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

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

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

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

Why Our Project is Viable

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

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

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

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

The Financial Plan

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

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

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

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

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

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

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

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

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

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

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

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

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

It will indicate when our business will be profitable.

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

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

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

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Recruitment Agency Business Plan: How to Write One

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

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

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

Your Business Plan’s Key Elements

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

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

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

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

Partnering With AtWork: A Shorter Path to Your Goal

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

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

Learn More About AtWork

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

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Write a business plan

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Why you need a business plan

A business plan is a written document that describes your business. It covers objectives, strategies, sales, marketing and financial forecasts.

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• clarify your business idea
• spot potential problems
• set out your goals
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How to Start a Profitable Recruitment Business [11 Steps]

By Nick Cotter Updated Feb 02, 2024

Business Steps:

1. perform market analysis., 2. draft a recruitment business plan., 3. develop a recruitment brand., 4. formalize your business registration., 5. acquire necessary licenses and permits for recruitment., 6. open a business bank account and secure funding as needed., 7. set pricing for recruitment services., 8. acquire recruitment equipment and supplies., 9. obtain business insurance for recruitment, if required., 10. begin marketing your recruitment services., 11. expand your recruitment business..

Before diving into the recruitment industry, it's crucial to conduct a comprehensive market analysis to understand the competitive landscape and identify potential opportunities. This initial step is foundational in strategizing for your business's success. Below are key points to guide you through the process:

• Analyze the current demand for recruitment services in your target market, considering factors such as industry growth, employment rates, and sector-specific needs.
• Identify your main competitors, their market share, and the services they offer. Look for gaps in their service delivery that you could fill with your business.
• Research the latest trends in recruitment, such as the use of artificial intelligence, remote hiring practices, and the increasing importance of employer branding.
• Understand the regulatory environment of the recruitment industry in your region, including any licenses required and compliance with employment laws.
• Survey potential clients to gather insights on their hiring challenges and preferences, which can help tailor your services to meet their needs.
• Consider the economic climate and its impact on hiring, as this can affect the demand for recruitment services.

Are recruitment businesses profitable?

Yes, recruitment businesses can be profitable. The profitability of a recruitment business depends on a variety of factors such as the size and scope of the business, the demand for its services, the quality of its staff, and its marketing strategy. Additionally, factors such as the local job market and economy can impact profitability.

Starting a recruitment business requires a well-thought-out plan to establish a solid foundation and guide your company towards success. Your recruitment business plan should detail your strategy for sourcing candidates, engaging clients, and differentiating your services in the competitive marketplace. Here are some essential components to consider when drafting your recruitment business plan:

• Executive Summary: Present an overview of your business, including your mission statement, core values, and the objectives you aim to achieve.
• Market Analysis: Research and outline the current recruitment landscape, identify your target market, and analyze your competition.
• Services Offered: Define the types of recruitment services you will provide, such as temporary, permanent, or niche sector recruitment.
• Marketing and Sales Strategy: Describe how you plan to attract both clients and candidates, including your branding, promotional tactics, and sales approach.
• Operational Plan: Detail the day-to-day operations, from candidate sourcing methods to client relationship management systems.
• Financial Projections: Provide realistic financial forecasts, including startup costs, pricing models, revenue streams, and break-even analysis.
• Risk Assessment: Identify potential risks and challenges your business may face and outline strategies to mitigate them.

How does a recruitment business make money?

Recruitment businesses make money by charging a commission fee for each successful recruitment they lead. They typically specialize in a particular industry and will target their services toward that industry's employers and job seekers. For example, a business that provides recruitment services for an air duct cleaning business may target HVAC technicians, sales representatives, and office administrators who have prior experience in the sector. Additionally, they may offer consulting services such as helping employers develop job descriptions to attract qualified applicants for their open positions.

Developing a strong recruitment brand is crucial for standing out in a competitive market and attracting both clients and candidates. Your brand should reflect your company's values, culture, and unique selling propositions. Here are some key strategies to help you build a compelling recruitment brand:

• Define your brand's mission and vision to align with the core values and goals that differentiate your services from competitors.
• Identify your target audience and tailor your brand's messaging to resonate with the needs and preferences of both clients and job seekers.
• Create a professional and memorable logo and visual identity that will be consistently used across all marketing materials and platforms.
• Develop a brand voice and content strategy that communicates your expertise and thought leadership in the recruitment industry.
• Engage with your audience through social media, blogs, and email marketing to build relationships and establish trust.
• Collect and showcase testimonials and case studies from satisfied clients and placed candidates to provide social proof of your brand's success.
• Ensure that your website and all branding materials are clear, informative, and reflect the quality services you provide.

How to come up with a name for your recruitment business?

Coming up with a name for your recruitment business can be a daunting task. It's important to create a name that reflects the values and mission of your business, and that will stick in the minds of potential clients. Brainstorming is a great way to start - getting creative and coming up with all sorts of different ideas is key here. Once you've generated some ideas, narrow down the list and try to combine words or merge two concepts together to come up with something unique. Finally, make sure to research whether the name you have chosen is available in terms of domain name and trademark registration.

Starting a recruitment business requires not only a strong understanding of the job market but also formalizing your business registration to operate legally and professionally. This step is crucial as it establishes your business's legal structure, tax obligations, and credibility in the marketplace. Follow these key points to ensure your recruitment business is properly registered:

• Choose a legal structure for your business (e.g., sole proprietorship, partnership, LLC, or corporation) based on your needs for liability protection, tax benefits, and business scalability.
• Register your business name with the appropriate state authority, ensuring it is unique and not already in use. This may involve filing a 'Doing Business As' (DBA) if operating under a name different from your own.
• Obtain an Employer Identification Number (EIN) from the IRS for tax purposes, which is also necessary if you plan to hire employees.
• Apply for any necessary business licenses or permits as required by your state or local government to operate a recruitment agency.
• Check if there are specific industry regulations or certifications needed in your region to run a recruitment business and comply accordingly.
• Register for state and local taxes to ensure you can legally operate and are set up to pay any applicable sales, payroll, or business taxes.

Resources to help get you started:

Explore indispensable materials designed for recruitment entrepreneurs, featuring key insights on market trends, operational best practices, and strategic growth advice:

• Recruitment Agency Expo Blog: Offers a wealth of articles on industry trends, business growth strategies, and operational efficiency for recruitment professionals. Visit here .
• ERE.net: A leading online portal for recruitment and HR professionals, providing in-depth reports, trend analysis, and strategic guidance. Access here .
• Recruiter.com Magazine: This digital publication features expert advice, interviews with industry leaders, and case studies on successful recruitment strategies. Read more .
• The Global Recruiter: Offers international insights into the recruitment industry, including market trends, technological innovations, and business models that drive success. Explore here .
• Staffing Industry Analysts (SIA): Provides comprehensive research, data reports, and global insights into the staffing and recruitment industry. Discover more .

Starting a recruitment business requires compliance with legal regulations to ensure smooth operations. One crucial part of this process is obtaining the necessary licenses and permits. Here's a guide to help you through Step 5 of setting up your recruitment business:

• Research specific industry regulations: Different jurisdictions may require unique licenses for recruitment agencies. Contact your local government or a business attorney to understand the specific requirements in your area.
• Business License: Apply for a general business license to legally operate your recruitment firm in your city or county.
• Employment Agency License: Many regions require a specific employment agency license. This often involves an application process and sometimes a fee.
• State Permits: Check if your state has additional permits for operating a recruitment business. This can often be found on the state's Department of Labor website or equivalent.
• Specialized Licenses: If you're recruiting in a specialized field (e.g., healthcare, legal), you may need industry-specific licenses. Research thoroughly to ensure compliance.
• Tax Registration: Register for an Employer Identification Number (EIN) for tax purposes, and understand any sales tax obligations that may apply to your services.

What licenses and permits are needed to run a recruitment business?

In order to run a recruitment business, you will likely need a business license from your local government, depending on the regulations in your city or state. Additionally, you may need specific permits depending on the state you are operating in and what services you are offering. For example, if you plan to offer headhunting services or temporary staff leasing, you may need additional permits.

Setting up a business bank account and securing the necessary funding are crucial steps in establishing a solid financial foundation for your recruitment business. It is essential to keep your business finances separate from personal funds to maintain clear financial records and facilitate business growth. Here are some tips to guide you through this process:

• Research different banks and their offerings for business accounts, focusing on fees, services, and any minimum balance requirements.
• Prepare the required documentation, such as your business registration details, Employer Identification Number (EIN), and personal identification to open a business bank account.
• Consider the type of account that best suits your business needs, whether it's a checking account, savings account, or both.
• Explore various funding options, including business loans, lines of credit, venture capital, angel investors, or crowdfunding, depending on your business plan and financial projections.
• Create a compelling pitch and a detailed business plan when approaching potential lenders or investors to secure funding.
• Be mindful of the terms and conditions attached to any funding you accept, ensuring they align with your business goals and repayment ability.

Setting the right pricing for recruitment services is a critical step in ensuring the success of your recruitment business. It involves balancing your need to be competitive in the market with the need to cover your costs and achieve a healthy profit margin. Here are some guidelines to help you set your pricing:

• Analyze your costs: Determine all costs associated with your recruitment services, including salaries, marketing, technology, office expenses, and any other overheads.
• Research the market: Look at what competitors are charging for similar services to establish a benchmark for your own pricing.
• Value-based pricing: Consider the value you bring to your clients, such as the quality of candidates or the speed of placement, and price accordingly.
• Flexible pricing models: Offer different pricing structures, such as contingency fees, retainer models, or flat rates to accommodate various client needs.
• Transparent pricing: Ensure your pricing structure is clear and understandable to avoid any confusion or mistrust with clients.
• Review and adjust: Regularly review your pricing strategy to ensure it remains competitive and reflects any changes in your service offerings or market conditions.

What does it cost to start a recruitment business?

Initiating a recruitment business can involve substantial financial commitment, the scale of which is significantly influenced by factors such as geographical location, market dynamics, and operational expenses, among others. Nonetheless, our extensive research and hands-on experience have revealed an estimated starting cost of approximately $$10,500 (first month) for launching such an business. Please note, not all of these costs may be necessary to start up your recruitment business.

Starting a recruitment business requires careful planning, especially when it comes to acquiring the right equipment and supplies. These tools are crucial for your day-to-day operations and will help you provide efficient and effective services to both clients and candidates. Here's a list of essential recruitment equipment and supplies you should consider:

• Computers and Software: Invest in high-performance computers and reliable recruitment software to manage client and candidate databases, as well as to track applications and communications.
• Communication Tools: Ensure you have professional phone systems and possibly video conferencing tools for remote interviews and client meetings.
• Office Supplies: Stock up on basic office supplies such as pens, notepads, file folders, and business cards for daily administrative tasks.
• Marketing Materials: Create high-quality brochures, flyers, and promotional items to market your services to potential clients.
• Website and Online Tools: Develop a professional website and utilize online job boards, social media, and other digital tools to reach a wider audience.
• Furniture and Fixtures: Acquire comfortable and functional office furniture to create a productive working environment for your team.

List of software, tools and supplies needed to start a recruitment business:

• Business plan software: approx. $50
• Recruitment software: approx. $1000/month
• Job postings: free or approx. $300/month (paid posting)
• Resume tracking and sorting tools: approx. $200/month
• Interview scheduling tools: approx. $5/month
• Access to career sites and job boards: approx. $200/month
• A website for your company: approx. $200/year
• Office supplies (desk, file cabinets, printer, etc.): approx. $400
• Advertising materials (business cards, flyers): approx. $50
• Networking materials (conferences and trade shows): varies

Starting a recruitment business involves managing various risks, from data breaches to professional liability. Obtaining the right business insurance is a critical step to protect your company, employees, and clients. Below is a guide to help you identify and secure the necessary insurance policies for your recruitment business:

• Professional Liability Insurance: Also known as Errors and Omissions (E&O) insurance, this policy protects against claims of negligence or harm due to professional services or advice provided.
• General Liability Insurance: This coverage is essential for any business, protecting against general claims of bodily injury or property damage to third parties.
• Workers' Compensation Insurance: If you have employees, most states require this insurance to cover medical costs and lost wages for work-related injuries and illnesses.
• Employment Practices Liability Insurance (EPLI): EPLI covers your business against claims from employees alleging discrimination, wrongful termination, harassment, and other employment-related issues.
• Data Breach/Cyber Liability Insurance: Given the sensitive nature of candidate data, this insurance can protect your business in the event of a data breach or cyber-attack.
• Directors and Officers Insurance: If your recruitment firm has a board of directors, this policy can protect the personal assets of the directors and officers in the event of legal action against them.

Marketing your recruitment services is vital to attract both companies looking to hire and job seekers. A well-crafted marketing strategy raises your visibility and establishes your reputation in the industry. Here are some key tactics to promote your recruitment business:

• Develop a Strong Brand Identity: Create a professional logo, business cards, and a website that reflects your business ethos and appeals to your target audience.
• Utilize Social Media: Leverage platforms like LinkedIn, Twitter, and Facebook to share industry insights, job postings, and success stories to engage with potential clients and candidates.
• Content Marketing: Publish articles, blog posts, and whitepapers that position you as a thought leader and provide value to your audience.
• Networking: Attend industry events, join professional groups, and connect with both employers and candidates to build relationships and spread word-of-mouth recommendations.
• Email Marketing: Send newsletters with market updates, new job listings, and company news to keep your audience informed and engaged.
• SEO and Online Advertising: Invest in search engine optimization for your website and consider pay-per-click advertising to increase online visibility for your services.
• Referral Program: Encourage referrals by offering incentives to clients or candidates who refer new business to your agency.

Once your recruitment business is established and you've fine-tuned your processes, it's time to scale up. Expanding your business requires strategic planning and execution. Here are some key steps to help you grow your recruitment agency:

• Explore Niche Markets: Identify and target specialized sectors where there is high demand for talent but low competition from other recruiters.
• Invest in Technology: Utilize advanced recruitment software to streamline operations, improve candidate sourcing, and enhance the overall efficiency of your business.
• Build a Strong Brand: Develop a marketing strategy that highlights your unique value proposition to differentiate your services from competitors.
• Expand Your Team: Hire additional recruiters and support staff to manage the increased workload and enter new markets with confidence.
• Form Strategic Partnerships: Partner with other businesses or recruitment agencies to share resources, referrals, and expand your reach.
• Diversify Your Services: Consider offering related services such as temporary staffing, executive search, or HR consulting to broaden your revenue streams.
• Focus on Client Retention: Implement client retention strategies to ensure repeat business and long-term relationships with your clients.

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

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

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How to Start a Recruitment Business in England

By Jake Rickman

Updated on 14 July 2022 Reading time: 5 minutes

This article meets our strict editorial principles. Our lawyers, experienced writers and legally trained editorial team put every effort into ensuring the information published on our website is accurate. We encourage you to seek independent legal advice. Learn more .

Business Considerations

Financing considerations.

• Regulatory and Legal Considerations 

Key Takeaways

• Frequently Asked Questions 

Do you work in recruitment? Are you the enterprising sort that has always wanted to be your own boss? Starting your own recruitment business may be the move for you, provided you have an established professional network and a few years of experience in the industry. This article will cover some legal and commercial factors you may want to consider before starting your journey. 

Choosing a Business Structure 

You can think of a business structure as the legal framework your business will operate under. The four most common business structures are:

• sole-trader;
• general partnership;
• limited company; and
• limited liability partnership (LLP). 

Sole traders and general partnerships are unincorporated structures. Limited companies and LLPs are incorporated.

There are various advantages and disadvantages of each business structure. The structure best for your business depends on certain factors, including:

• what the sector(s) you intend to recruit in; 
• whether you will employ others ; and 
• what kinds of clients you will work with. 

For some sectors, especially those in the professional service industries (law, accounting, finance, and consulting), your clients expect to contract with incorporated businesses. However, if you are not incorporated, you may have to jump through more hoops to secure contracts. 

Additionally, if you intend to employ others, it is generally easier to trade as an incorporated business . Finally, it is usually easier to raise financing through a limited company. 

Sole Trader vs Incorporated Company 

From a legal perspective, be aware of the implications of being a sole trader versus trading through an incorporated company. 

As a sole trader or partner in a general partnership, there is no distinction between your personal assets and your business’ assets. Suppose you accidentally revealed sensitive client information and the client pursues an action in Court. Then, the Courts might use your personal assets to cover the cost of any damages awarded by a court. 

On the other hand, if you trade through a company (or, less likely, an LLP), there is a legal barrier between your personal and business assets. Absent fraud or certain other forms of misconduct, the Courts can only use the business assets to settle a claim or pay any debt.  

Developing a Business Plan

As an industry, recruitment is comparatively “asset-light”. Hence, you need a few assets upfront to start your recruitment business because you are selling a service rather than a product.

Additionally, to date, it is mostly an unregulated market (except for regulations surrounding data and privacy rights), which means you do not need any certification to start trading. 

Nonetheless, nearly all businesses benefit from establishing a well-contemplated business plan from the outset. You can think of a business plan as a road map to follow for the first couple of years from when you launch your business.

When developing your business plan, consider the following questions:

• How will you finance the up-front costs of the business?
• Will you start your business on your own or work with others? If the latter, what will be your relationship? Partners? Equal shareholders?
• How will you distinguish your business from your competitors?
• How will you build a brand?
• What are your IT and software needs , particularly how will you build your database?
• Do you intend to have an office or work from home?
• How will you build, develop, and market your brand?
• To what extent will you need to hire employees?

Your financing plans are a crucial element of your business plan and should be considered. However, if you intend to start your business solo, you only need to provide for yourself. You may not need to consider raising outside finances if you have sufficient savings. For example, if you have a large book of clients and an established position in the market, you most likely will not need to raise funds.

On the other hand, you might intend to make several upfront hires and want to start your business with a sophisticated database and IT system. In that case, you may need to raise additional money from outside sources. 

Some general matters to consider include:

• if you will seek investments from outside investors up-front, and if so, how; 
• what you forecast your first-year cash flow to be; and
• what a break-even scenario analysis looks like. 

Regulatory and Legal Considerations 

Recruitment itself remains largely unregulated. Therefore, you do not need a practising certificate or any licensing to hold yourself out as a recruitment consultant. 

However, there are certain legal and regulatory obligations that you may wish to familiarise yourself with. 

You will be dealing with the personal information of your candidates.  Therefore, there are a couple of fundamental principles in the General Data Protection Regulation ( GDPR ) to bear in mind. 

GDPR rules govern what you can and cannot do with personal data. Personal data is any information that relates to an identifiable individual. For example, if you can use the information to determine who the individual is, the information is personal data. 

If you process personal data through your business, some key obligations include:

• to only use the data for its intended purpose; 
• to never keep data for longer than necessary; and
• to only distribute the data to third parties with the individual’s consent. 

As a recruiter, the information contained in your databases will invariably constitute personal data. You will need to register with the ICO and pay a licensing fee. 

Candidates can require you to disclose the data you hold on them, including any database notes.

Non-Competes 

Many upstart recruitment agencies are founded by those with previous experience in other recruitment firms. Therefore, be wary of employment contracts from previous employers. Poaching clients from your previous employer may be considered a breach of your employment contract. Specifically, if there is a non-compete clause and you breach it, your previous employer can claim against you.

Negotiating Contracts 

Any agreement you enter into with a client will constitute a contract. The terms of the contract are legally binding, and it is therefore in your interest to negotiate the terms in your favour. In practice, your clients may require you to contract on their written terms. 

Insurance 

The law does not require recruitment firms to obtain indemnity insurance, which protects you if you are sued for negligence. However, it is always prudent to have a policy in place. Speak to an insurance broker for more information. 

If you employ any individuals, you will need to obtain employer insurance.

You should ensure that you have a well-organised business plan in place before you take steps to launch your recruitment business. This business plan includes determining how you will fund your business. You might wish to familiarise yourself with your obligations under the GDPR regime. Check that you are not breaching any obligations arising from your previous employment, especially those related to non-compete clauses in your previous employment contract. 

If you need help with your start-up business, our experienced business lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us on 0808 196 8584 or visit our membership page .

Frequently Asked Questions 

Recruitment does not require many tangible assets to get your business on the ground (aside from database software and an IT system). Nor do you need any qualifications. Your most valuable assets will be your connections and clients. If you are well-established in the market and have some savings, this might be all you need. 

The recruitment industry is not regulated in England & Wales. However, you will doubtlessly process personal data, which will make you subject to the GDPR regime. 

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Recruitment Agent Business Plan

If you're looking to secure finance for your recruitment agent business, then you'll need a robust business plan.

Every lender requires a business plan from you and the Business Plan Academy has made this task quick and easy for you. Through our 20 years business planning experience, we've worked with many banks and perfected the 18-page recruitment agent business planning system.

At the heart of this system is an already completed recruitment agent business plan with every section your lender requires already completed.

Simply enter your own business data to tailor the narrative to your business. Then use the "Financial Forecasting Wizard" to create all your financial plans.

The Benefits of This System

• Specific for a recruitment agent business.
• Every section already complete.
• Easy to tailor to your own business.
• Specially formatted for banks.
• Hundreds of examples to help your own thinking.
• No special software required (uses Microsoft Word).
• Downloadable online so you can start immediately.
• Saves you time as you can start from a completed plan.
• Guaranteed to get you finance - or your money back.

Business Plan Contents

• Executive Summary
• Description of Business
• Product Summary
• Business Strategy
• Financial Summary
• Market Research
• Market Trends
• External Research
• Market Estimates
• Management Team
• Business Location
• Business Organisation
• SWOT Analysis
• Competitive Analysis
• Customer Segments
• Customer Demographics
• Sales Strategy
• Pricing Strategy
• Marketing Plan
• Advertising Plan
• Objectives & Plans
• Resource Allocation
• Budget Allocation
• Startup Budget
• Forecast Profit & Loss Account
• Forecast Balance Sheet
• Forecast Cash Flow
• Sales & Profit Forecasts
• Sales Charts & Graphs
• Bank Preferred Format
• Suitable For PC and Mac

Additional Guides Also Included

The recruitment agent business plan also comes with the following comprehensive business planning tools at no additional cost to you:

Fast-track Business Plan Guide

This step-by-step guide takes you through every element required for your plan. It includes over 250 examples to make completing your business plan a simple task.

Business Plan Template

You can choose to edit the sample recruitment agent business plan directly or use this template to add in your details. The template structures your information into the correct format for final preparation.

Financial Forecasting Wizard

Completing financial statements is one of the hardest things to do. Therefore, you'll receive the Financial Forecasting Wizard. This interactive spreadsheet model automatically calculates your Profit & Loss, Cash Flow, and Balance Sheet from your base business data.

Free Online Support

With your business plan, you receive unlimited access to our online business community. Here you can make partnerships, discover new ideas, discusss joint ventures or get immediate solutions to any challenge you may face.

100% No-Risk, 90-Day Money-back Guarantee

We're confident that this Recruitment Agent Business Planning System will enable you to quickly complete a robust business plan for your business. We also guarantee it will secure the finance you require, or we'll refund your purchase in full within 90 days.

How To Download

The complete system is only £29.95 including VAT.

As you are ordering over the internet, you can order and download 24 hours a day. You can select the secure servers or Worldpay or Paypal to process your order.

Click here to download The Recruitment Agent business plan and business planning tools

In this section

Recruitment Plan Template

What is a recruitment plan.

A recruitment plan is a strategic document outlining the systematic approach an organization takes to attract, evaluate, and hire qualified individuals for job openings. It encompasses various elements, such as defining job requirements, sourcing candidates, conducting interviews, and finalizing offers, with the goal of acquiring the right talent to meet organizational needs.

Recruitment plan template: https://www.aaronwallis.co.uk/employers/advice/recruitment-planning/recruitment-planning-sales-recruitment-checklist/

A recruitment plan is imperative to ensure that you recruit the right talent for your business. It may sound like common sense; however, many companies don't have a plan, and they just run through a process, and by luck, they manage to tick all the boxes that are necessary.

Having a road map of the necessary stages within the recruitment process could ensure that you get that 'A grade' candidate for your business, rather than settling for B or C. Planning a recruitment campaign takes time. You're probably looking at dedicating half a day or a day to getting it right.

The difference in your approach to recruiting will be huge. Many people think that working to a checklist is a waste of time. But look at the consequences of getting it wrong.

We estimate that the wrong recruit will cost your business around 3.75 times their basic salary. Add onto that the impact it will have on your client base of a changing account manager.

Add onto that the impact it will have on the rest of the team. And the cost is enormous.

So by just dedicating half a day, looking at your recruitment process to get it right is not a waste of time. To help you put together the checklist to get recruitment right, we've put together a 48-stage recruitment checklist.

You may be thinking, 48 stages? Is that really necessary? Probably 35 of these you'll be doing anyway. But I hope that there are some steps in there you haven't thought of that will assist you in making the right hiring decision.

Ethical Interviewing

Navigate our advice on recruitment planning:

by clicking the following icons:

Recruitment Planning Sales Recruitment Checklist

Devising A Sales Job Specification

How To Shortlist Candidates For Interview

Using Aptitude Testing In Recruitment

Interview Best Practice

Why Recruit With Aaron Wallis Sales Recruitment?

• 12 Month Rebate Scheme - a sliding scale protecting your investment in new staff
• Psychometric Profiling - on all candidates to ensure they will fit into your organisation
• Bespoke Interview Questioning - to help you get the most out of interviewing
• Ability and Skills Tests - we offer a wide range of tests as standard
• Dedicated Account Manager - who will work with you from the start to the very end of your process

Aaron Wallis are a national specialist sales recruitment agency comfortable across many sectors, however more recently the majority of our clients utilise the below offerings:

• IT Sales Recruitment
• SaaS Sales Recruitment
• Technology Sales Recruitment
• FMCG Sales Recruitment
• Industrial Sales Recruitment
• Construction Sales Recruitment
• Technical Sales Recruitment
• Engineering Sales Recruitment

Date published: 6th March 2024

Recruit sales staff

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by Rob Scott

Managing Director

About the author

Please call us to discuss your vacancy

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George is a rare find in the world of recruitment - communicative without being pushy or over-bearing. He listens and understands what the customer needs as gets to know the business to ensure he provides fully competent candidates who fit.

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George came recommended by a colleague and has been a pleasure to work with. He was great at updating us on his progress and ensured a great experience for both client and candidate.

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As always we were extremely impressed with Rob's understanding of the role and our specific needs.

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I just wanted to thank you for your help with our recruitment process which went very smoothly and has – we hope – found us just the person for the job!

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I can't fault Sam or AW! Sam was a pleasure to work with and provided great support from the start. Sam always provided me with timely updates when required and provided outstanding candidates!

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Very professional service and will certainly be in contact for future recruitment.

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Director, Education Support

I have used Aaron Wallis to fill a number of our Sales Development Manager roles and I have found them to provide a very professional service. I will use their services again in future recruitment campaigns.

HR Business Partner, Greene King

Generally good standard of candidates. Especially liked the personality profile. Overall good value for money and will certainly use you again.

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Aaron Wallis has continuously provided us with suitable candidates that have been proactively sourced. Having used countless recruitment companies, Aaron Wallis are the only company that I can count on to deliver.

Managing Director, JARK Healthcare Recruitment

I have always found Rob to be very knowledgeable about our industry sector, and it is refreshing to see after all of these years that Rob continues to quickly and accurately understand my requirements.

HR and General Manager, THK

I found Aaron Wallis to be very professional and efficient, taking time to understand the role and the type of candidate we were looking for. The candidates they put forward met our criteria and were of a high standard. The service they provided was exemplary and I would have no hesitation in recommending them, and will certainly consider using them again in the future.

HR Assistant, Fischer Connectors Ltd

I could not suggest anything I would like you to do better. The service you provided materially exceeded my expectations. I would especially like to commend Simon Bonner; he is easily the best recruitment consultant I have ever dealt with. I particularly valued his advice and guidance throughout the recruitment process. 

UK Sales Manager, BTS Holdings Limited 

We were impressed not only by the quality of candidates you found for us but also the level of information, preparation and qualification you put into the process. You continually kept us informed of each person’s feelings about the process, which is very important but often overlooked. I am looking forward to working with your company again in the future.

Commercial Director, Incentive Facilities Management

Since joining DSGi, Rob has been a supplier of permanent staff and has performed to an extremely high standard, successfully filling 98% of roles he has worked on. If anyone is looking for a good sales and marketing based consultancy with an informal yet professional approach, I would recommend Rob.

Senior Recruitment Consultant, DSG International

I really liked the YouTube presentations which made the service seem both simple and accessible. The company came to see me, and my management team, at short notice to present their service and I liked the support and advice that I received about maximising the results from the applicant.

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Giles is highly professional and was a pleasure to work with. He achieves excellent results through his personable skills and tenacity. I have no hesitation in recommending Giles to anyone who considers employing his services.

Commercial Director, G4S Government & Outsourcing Solutions

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Sales Director, Inside Business

Rob’s knowledge of the recruitment industry and his thoughts and how to make it better for his clients have always been eye opening. I would recommend Rob to anybody who is looking for a professional, knowledgeable and flexible recruitment specialist.

CEO, Friday Ad Online Services

Understood the type of person we were looking for and good follow ups - not too frequent.

Managing Director, bigHead Bonding Fasteners Ltd

Thank you for your dedicated help during the recruitment process - we came to you after unsuccessfully searching elsewhere, and hired, not one, but two! Quick response times, and a really personal approach, without being pushy.

Managing Director, Accora Ltd

Thanks for all your help during the recruitment process. I have been extremely impressed with Aaron Wallis especially when compared to other agencies we have dealt with. I really felt you grasped the type of person we required and found strong candidates.

UK Sales Manager, Nexcom

In an industry where people over promise and under deliver, Rob and his teams have consistently provided a high-quality service. It is great to deal with someone that has an excellent understanding of UK industry, and a passion for sales.

Sales Manager, TR Fasteners

Really good service. Just the right amount of contact and easy to deal with.

HR Manager, Zircon Software Ltd

Giles Phillips is a rare find in the minefield of sales recruitment; an honest and thoughtful recruiter who considers the needs of both the client AND the candidate to create perfect role matches. I look forward to working with him again in the future.

Marketing Director, City of London Police

We appointed Aaron Wallis in February and the successful candidate, out of the six which Aaron Wallis introduced, was able to join Alphametrics before the end of April. The whole process took less than three months. I would recommend Aaron Wallis' services to others without hesitation.

Chief Financial Officer, Alphametrics

More info on our sales recruitment service

Our candidates say...

The Recruitment agent I used, Simon, was extremely helpful and really went the extra mile to ensure all of my questions were answered, and that I felt as comfortable and prepared as possible. Very professional company and would definitely recommend to others. Thank you Aaron Wallis!

A. Callaby, Candidate

For anyone looking for work, I can't recommend Aaron Wallis highly enough.

C. Rockliffe, Candidate

Excellent service, very professional and friendly, would and have, recommended Aaron Wallis.

E. Heley, Candidate

I would highly recommend Aaron Wallis Recruitment, Darren was extremely helpful and provided me with plenty of advice and support throughout the whole process.

D. Bretherton, Candidate

The staff at Aaron Wallis were fantastic. Throughout the process, they maintained excellent communication and I always knew where I stood.

M. Owusu, Candidate

Excellent experience. Knowledgeable staff and really went the extra mile. Found my ideal position and I couldn't be happier. Special shout out to Sam and George: who made the process smooth and easy for me. Highly recommend.

K. Pearce, Candidate

I can honestly say that the time and expertise you gave me was way beyond any other recruitment consultant I dealt with. You are a rarity in your industry.

S. Akers, Candidate

Simon was knowledgeable on his clients history, background and what their requirements were and he worked around time zones, holidays and a pandemic to get the right result.

J. Tooze, Candidate

Aaron Wallis (and in particular Rob Scott) have been fantastic throughout the recruitment process, and even a few months down the line, still continues to care. Rob clearly cares about each individual and has a wealth of knowledge and expertise, which shows in the work he does. Each candidate is not just a number, and the support received from Aaron Wallis has helped me get a career which I truly enjoy.

M. White, Candidate 

Sophie helped me secure a new role I have been searching for. She took her time to explain clear and concisely all I needed to succeed at the interview stage. Thanks again Sophie!

O. Oladejo, Candidate

When talking with Simon you felt relaxed cared to help you find a position that suited your needs

D. Pinder, Candidate

Friendly, proactive, communicative. Overall a really positive experience.

R. Houston, Candidate

Aaron Wallis Sales Recruitment are a very friendly and professional recruitment organisation who listen to your needs, work with you and act on your behalf which sets them apart from many of their competitors who in my experience are willing to throw anything at you. We discussed my history, my preferences and my wishes - one opportunity was introduced. It was perfect. I start at the end of June.

R. Buckley, Candidate

Very polite and friendly and was very helpful finding me my next new role.

K. Craggs, Candidate

Perfect from start to finish. Simon deserves a shout out. Best recruiter there is. If you need a job, this guy will get you one. He's like the super man of recruiters. Top man, can't recommend him enough.

M. Crisp, Candidate

The detail put into the preparation for interviews and the detail of the job description was first class. Rob and Simon in particular are amongst the best I've ever dealt with.

K. Peacock, Candidate

I have to say using Aaron Wallis Recruitment has been nothing but an absolute pleasure. I've used many agencies over the years as the client and the candidate and its not always been a pleasurable experience!

L. Knowles, Candidate

Less than two weeks after joining Aaron Wallis I was offered my new job. I got a £10,000 rise in my basic salary, car allowance, a laptop and many other perks, which will help to further my career. I definitely would not have found my dream job without the help of Aaron Wallis.

C. Hoy, Candidate

Rob was really helpful when I was putting together a presentation for the second stage interview. Overall their communication was great and kept me updated of any progress

J. McGrattan, Candidate

Fantastic service, helped me find my ideal job quickly and smoothly. Would highly recommend them.

C. Caine, Candidate

Sophie contacted me about a role explained the details clearly and made sure I was ready for the interview. She kept in touch every step of the way till I started the job. Thank you Sophie for a great experience.

S. Powell, Candidate

Sam was by far the most professional and helpful of any individual I've ever dealt with through a recruitment agency. He was supportive and thorough throughout the process. He definitely goes the extra mile for you. A pleasure to deal with. I would highly recommend him. An asset to Aaron Wallis

M. Wyer, Candidate

Darren at Aaron Wallis was really encouraging and helpful. He was very responsive and regularly made phone calls to explain the job opportunities available, and guided me through the application process.

A. Brown, Candidate

Aaron Wallis is an outstanding recruitment agency specialising in high calibre sales positions. I was working directly with Darren Dewrance who went above and beyond my expectations in sourcing me my perfect role. I was kept in regular communication with Darren and he worked extremely hard to secure my dream job. Highly recommended and Thanks Darren for all your expertise and hard work.

R. Sealy, Candidate

The most professional recruitment agency I've ever worked with. Robert Scott was extremely proactive and send me a detailed briefing before each interview, ensuring I was well prepared.

D. Bermant, Candidate

Wanted to say a huge thank you to Simon Bonner who has just helped me secure my new role. He was one of the most professional recruiters I have ever worked with he was supportive really quick at replying and really put me at ease.

J. Marcinkiewicz, Candidate

I had a great experience. Helped me every step of the way to get my new job. Sophie was very polite, kind and helpful!

J. Parnham, Candidate

George is a fantastic recruitment agent and provides a great service. It was a pleasure I thoroughly recommend George to anyone.

C. Beaugie, Candidate

I had the absolute pleasure of working with George Humphries on finding a placement best suitable for me.

A. Van Der Mescht, Candidate

Sophie has been fantastic and always so attentive, highly recommend.

T. Ashbourne, Candidate

A great recruitment company to work with. Excellent experience with Aaron Wallis through the entire recruitment process. The team was really professional and extremely helpful. Darren was a pleasure to work with. He was friendly, supportive and gave me great advice. Thank you very much!

A. Bauchet, Candidate

Fantastic customer service, communication was brilliant, happy polite people to talk to, made everything a lot easier and smoother. Thank you for all your help getting me back in the work force, Keep up the good work :-)

K. Everitt, Candidate

George above and beyond to make sure I had everything I need to secure my new role. Outstanding Professional.

A. Kirkland, Candidate

George Humphries was a complete professional at every point, from our first phone conversation to his “good luck tomorrow” text on Sunday before I started in my new role.

E. Fry, Candidate

Good swift process with Aaron Wallis, informative regarding the role and the process was moved at a good pace with healthy interaction. Would recommend them to anyone pursuing a change.

S. Bartlett, Candidate

Wanted to say a huge thank you to Simon Bonner who has just helped me secure my new role. He was one of the most professional recruiters I have ever worked with.

I had a very good experience with Aaron Wallis. The company itself is offering great content for all things related to the hiring process. I definitely recommend.

J. Ostermeier, Candidate

The service provided by Aaron Wallis has been just great. I was constantly informed about what was going on with the process interview and the agent has always been supportive and kind to me.

L. Colagrossi, Candidate

Managed to get me placed within a week! Really friendly and easy to deal with. Always available for a call and my biggest challenge was I was in work at the time I was looking for my next opportunity (which is stressful) but Sam made that easy.

P. Fitzsimons, Candidate

Professional and responsive from start to finish. I would highly recommend. Special thanks to Sophie J for her help and support throughout.

N. Leney, Candidate

I would highly recommend thank you to Darren for helping me secure my new job role! Excellent service all round!

G. Thompson, Candidate

Very good advice and support was given during the course of the interviewing process. Potential job seekers would be well advised to use this company whilst looking for their new career.

R. Speakman, Candidate

I have to say coming across and having dealings with Aaron Wallis proved to be very successful. Being highly experienced did not seem to count for much during my job search bit a conversation with Robert Scott gave me a real confidence boost and enabled to get a position at the age of 63. Great service!!!

D. Burgess, Candidate

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

September 21, 2023

Reem Al-Tamimi

Content Writer

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

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

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

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

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

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

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

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

Your Guide to a Strong Recruitment Blueprint

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

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

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

Your Ultimate Recruitment Plan Template for Building a Stellar Team

[Business Name or Department]

Prepared by [Name], [Job Title]

Recruitment Goals

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

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

Positions to Fill

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

Target Candidates

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

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

Talent Sourcing Methods

We plan to connect with candidates using the following methods:

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

Applicant Evaluation Methods

We plan to assess potential candidates using the following methods:

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

Estimated Annual Recruiting Budget

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

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

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

A real-life example of a recruitment plan

Recruitment Plan for ABC Tech Solutions

Date: August 27, 2023,

Prepared by: Jane Doe, HR Manager

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

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

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

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

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

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

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

Empower Your Plan with Cutting-edge Software

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

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

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

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

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

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