Develop, implement and evaluate a resourcing strategy

URN: INSREC001
Business Sectors (Suites): Recruitment
Developed by: Instructus
Approved on: 2025

Overview

This standard is about developing, implementing and evaluating a resourcing strategy. This strategy ensures that appropriately skilled jobseekers fulfil the requirements of your business needs and objectives. It includes identifying your organisational needs, reviewing existing strategies against them and arranging appropriate training for recruitment and selections. Following development and approval of the strategy, it is important to have an action plan for its implementation and for evaluation against agreed success criteria.

This standard is for HR professionals and recruitment specialists involved in development, implementation and evaluation of a resourcing strategy.


Performance criteria

You must be able to:

collate all existing strategies and evaluate them against organisational needs
refine the organisational brand and employee value proposition
identify employment needs, skills gaps in accordance with organisational strategies and objectives
devise the relevant processes, systems and job roles required to fill in
specify appropriate timescales for development of the strategy
define organisational plans for recruiting new employees, retention and development of current team members
review the existing roles and career paths
align the strategy with relevant legal requirements, regulation and codes of practice
consult with key stakeholders to agree the resourcing strategy
develop a detailed action plan and budget for implementation of the resourcing strategy
appoint the resourcing champions responsible for overseeing the strategy, steering and influencing the implementation process
appoint employees responsible for recruitment and selection
delegate activities to members of recruitment panel and other employees
establish the success criteria by which the strategy will be evaluated
establish the timescales for the strategy to be evaluated
monitor continued compliance with legal requirements, codes of practice and organisation procedures
collect valid and comprehensive data, including feedback from stakeholders
evaluate the strategy against the agreed success criteria
make recommendations to modify or maintain the strategy


Knowledge and Understanding

You need to know and understand:

  1. the relevant organisational procedures, codes of practice and legislation relating to recruitment
  2. your organisational needs, skills gaps and objectives
  3. how to establish the link between the proposed strategy and the organisation’s aims and objectives
  4. the procedures for safeguarding confidentiality in accordance with data protection regulation
  5. the relevant procedures for obtaining and recording information
  6. how to develop and implement resourcing strategy
  7. the latest technologies and tools for sourcing, pre-screening, assessing and interviewing the jobseekers
  8. the succession planning and organisational talent pipeline management
  9. the rewards schemes and how they link with resourcing strategy
  10. the impact of the budget on the resourcing strategy
  11. the relevant criteria for selection and building the organisational talent pool
  12. the jobseekers’ experience and how it links with technologies, values and employer branding
  13. how to arrange training for recruitment and selections
  14. the questioning and active listening techniques
  15. the guidance from recognised sources of expertise
  16. the procedures and guidelines for dealing with complaints from hirers and jobseekers
  17. how to identify key stakeholders and resources for implementation of the strategy
  18. how to delegate implementation activities to resourcing champions, recruitment panel and other employees
  19. how to organise agile, flexible and adaptive to change workforce
  20. the ethical issues and how to resolve them
  21. the relevant success criteria for evaluation of resourcing strategy
  22. how to select and apply appropriate data collection and analysis techniques
  23. how to evaluate quantitative and qualitative information against the agreed success criteria
  24. how to summarise and present data
  25. how to make recommendations to modify or maintain the strategy
  26. the importance of reviewing the resourcing strategy on a regular basis
  27. the impact of local policies on the resourcing
  28. the Equality, Diversity and Inclusion (EDI) practices
  29. the global and cross-cultural considerations in recruitment

Scope/range


Scope Performance


Scope Knowledge


Values


Behaviours


Skills


Glossary


Links To Other NOS


External Links


Version Number

1

Indicative Review Date

2030

Validity

Current

Status

Original

Originating Organisation

Instructus

Original URN

CFAREC1

Relevant Occupations

Human resources and industrial relations officers, Human resources administrative occupations, Human resource managers and directors

SOC Code

4138

Keywords

Recruitment, resourcing strategy