If you think hiring professionals is expensive, try hiring amateurs.
Now that we've systematically documented the org chart, the job overview, and the competency profile—the elements of the process that will help define "who" and "what" you're looking for—it's time to consider the recruiting plan—the part that gives you the "how" and "when."
A structured recruiting plan will make your hiring efforts more efficient by allowing you to focus resources on areas that provide the greatest results. Instead of a scattershot approach, the recruiting plan should be designed to ensure that the right people are aware of the job for which you are hiring. The plan's goal is to make available a pool of qualified candidates at the salary range that the organization has budgeted. Ideally, each potential employee should be qualified for the job, thereby allowing the hiring team to make a "best fit" decision.
The goal of the recruiting plan is to provide a pool of candidates capable of doing the job.
Consider the advantages/ disadvantages of someone already employed.
Utilize ordinary and out-of-the ordinary ways of finding employees.
Many companies utilize only a single source for their recruiting activity. For example, consider a typical hiring effort. The organization runs an ad on a job board, to which a multitude of candidates respond. The hiring manager reviews the résumés, or perhaps even utilizes résumé-scanning software ...