Staffing is one of the most important things that an organization can do to bring success to the company. Without experienced manpower there are no completed tasks, or quality customer service. If a company hopes to hire qualified individuals, they must be aggressive, and plan a head in order to know the staffing needs of the organization.
This paper will outline an effective and efficient staffing plan for Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired.
Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most successful methods to seek high-quality employees.
A successful recruitment planning policy will assist an organization in meeting corporate objectives by developing strategies designed to recruit people with the right skills and experience. Recruitment planning should take into account the key principles of Equal Opportunities policies as well as ensuring merit, equity, efficiency and effectiveness.
Recruitment planning needs to form an essential and integrated part of the planning process; each industry needs to address recruitment planning and incorporate strategic long-term as well as operational short-term needs.
Marketing Plan A marketing strategy can help the barber shop identify potential customers and target them with appropriate services. Without one, efforts to attract customers are likely to be haphazard and inefficient.
The purpose of a marketing strategy is to identify and then communicate the benefits of the barber shop to a target audience. A successful strategy should ensure the barber shop’s services meet customers’ needs and help develop long-term and profitable relationships with those customers. sTo achieve this, create a flexible strategy that can respond to changes in customers’ perceptions and demands. The process may help identify whole new markets that the business can successfully target.
Recruiting Plan
As the owner of Haircutters Barber Shop the first step towards recruiting staff for Haircutters Barber shop is to decide how many barbers and beauticians are needed. By performing thorough market research, this will give a good indication of how busy the shop will be in the early stages, but only once the shop is up and running will the staffing needs become clear. There are several steps that I will take in finding potential candidates for the shop that will include: Determining characteristics that the potential candidate should possess that would make him/her a good fit for the shop, having standards in place to develop a process when deciding on potential candidates, and by avoiding any type of discrimination against potential candidates on the grounds of sex, race, age, disability, sexual orientation, religion and/or belief.
It will be essential to keep and maintain accurate records for employees, including their personal details, how much they are paid and what deductions are made. Also keep records of any expenses and benefits, such as medical insurance, that the barbers provide for its employees.
If the barber shop is going to be a success then recruiting and retaining a first-rate staff is perhaps the single most important component. It is not always easy to keep employees happy, but implementing an effective system of motivation and encouragement can help. It is critical to get the best out of employees and rewarding performance and productivity is one way to do this. Incentives – such as performance-related bonuses – can encourage higher levels of staff performance. The rewards usually relate to the achievement of certain goals, either personal, team or a combination of both.

References
Cowan, Howard B. "The selection process: recruiting for success. (Selection) (Cover Story)", Managers Magazine, Dec 1993 Issue

Cowan, Howard B. Aim high: recruiting for excellence. Managers Magazine, March 1992 Issue.
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