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While many businesses begin looking to hire when a staffer leaves, there is also the larger recruitment picture. Companies should review and forecast their hiring needs regularly; at least every year, with quarterly follow-up on whether the yearly plan continues to meet needs.

 

It’s advisable to have a planning meeting to discuss future hiring. Here’s how to proceed.

 

Analyze your business.

 

Workforce needs begin with business needs. The first step is analyzing your business for anticipated hiring needs.

 

Is the business expanding, for example? If so, new hires are likely going to be needed to staff the expansion. Has a division grown? An additional management layer might be in order. Does your business have seasonal peaks? Then, ramping up in the busy season will be necessary.

 

What needs come from your analysis?

 

Once you’ve developed a list of what positions will open up, develop a tree of what needs to be fulfilled.

 

If you need new hires to staff a business expansion, for example, you will need to develop the anticipated number of positions at each job level. You will need to talk to the hiring managers and develop job descriptions and posting plans.

 

If you need additional management levels, you will have to recruit managers with the required competencies. Can you promote internally? If so, talk to the department manager and develop job descriptions. Companies that promote from within generally produce strong growth and promote a culture of upward advancement.

 

If your business is seasonal, it might be a good idea to access a temporary workforce. A staffing agency can be incredibly helpful in accessing temps with the required qualifications, removing the stress and risk of putting people on your company payroll

 

This plan can help prepare you for unexpected hiring needs.

 

Some unexpected hiring needs will occur during the course of business due to employee turnover (although turnover percentages can be forecast). But unexpected hiring needs can be disruptive. It can impact productivity to have gaps in the staff. Truly unexpected hiring needs may also result in lack of a budget to hire qualified people.

 

If your hiring plan is aligned with business realities and business goals, you can keep unexpected hiring needs to a minimum. Doing so will ensure your business remains optimally productive.

 

When You Need a Staffing Agency

 

Graham Staffing Services can help employers review their hiring plans. We provide both permanent and temporary employees. Contact us at your convenience to discuss how we can help.

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