First and foremost, a good place to start with recruiting tutors is leveraging their current network. Encourage your client to reach out to friends, family, and colleagues who they believe may be a good fit for the company. Referral programs are also a great way to incentivize current employees to refer potential new hires.

Next, consider partnering with universities or colleges in the local area. Many students are looking for part-time work and may be interested in tutoring opportunities. Establishing relationships with faculty and administration can also lead to referrals and word-of-mouth marketing.

Another approach is to attend job fairs or education conferences to market job openings and connect with potential candidates. This will allow your client to speak with individuals face-to-face and discuss the benefits of working for their company.

In terms of framework, the SMART goal-setting model can be implemented to help identify specific, measurable, attainable, relevant, and time-bound recruitment objectives. Additionally, the GROW model can help map out a plan of action for recruiting, evaluating, and retaining employees.

Finally, consider implementing an employee retention program, such as ongoing training and development opportunities, a supportive company culture, and competitive compensation and benefits packages. This will not only keep current employees engaged and motivated, but will also attract new talent to the company.

Overall, it’s important for your client to focus on building strong relationships with both current and potential employees, establishing a clear recruitment strategy, and investing in employee retention.