How recruiters can kick-start their 2018 planning

Year end is closing in and for many HR Departments it’s time (or past time) to craft a recruitment plan for 2018. Don’t usually make one? It’s a good year to start.

Before the bustle of open enrollment, take time to outline what your structure will be for next year’s hiring needs, how you can capitalize on what worked in the past and which strategies to ditch in the future.


“You can’t always plan for the future,” Abby Baumann, senior marketing coordinator at EPAY Systems, a leading SaaS provider of integrated human capital management software, said. “While many companies develop an annual plan, our clients often hire as needed. You can’t always plan for the ebb and flow of an hourly workforce.”

However, she adds that a hiring plan should always take budget and business goals into consideration.

Whether you’re developing a formal plan or not, it’s a good time to review and hone your processes. For small and large companies, budgeting and forecasting has likely already begun. They may be planning head count, but you can enhance that with strategy. Some things to consider:

Anticipate attrition

Pat Russo, principal and LaborWise leader at Deloitte Consulting LLP, recommends that companies should develop an annual plan, including a process to continually refine the plan.

Employers should know:

How many new positions will be created;
How many positions are expected to be removed in the organization; and
The potential locations of roles.
There should also be a view of how many roles will need to be filled based on historical trends of attrition.

“We recommend that our clients engage in a workforce planning program that projects near-term (<12 months), mid-term (1-2 years) and long-term (3-5 year) skill and position requirements,” Russo said.

What to considering when sourcing

Current and compliant review

Are your job descriptions, applications and other written materials current and accurate? Particularly for those openings that you can anticipate, take the time to work with the hiring manager to get them ready for posting.

Are you listing any non-compliant information? If you’re in one of several states, questions about salary history may be banned. For other locations, predictive scheduling laws may be taking effect. Local jurisdictions may have even more new legislation that will affect the way companies hire. A compliance review may save a lot of headaches in the coming year.

Data analysis

End of the year is the best time to analyze what worked and what did not. Are you attracting the right talent? What sources netted you the best results and which were a waste of time and effort? It’s time to dig through big data for answers. Analyze your best hires from the past year. Where did you find them? Just because a source provided hundreds of resumes/applications doesn’t mean a single one was useful.

Hone down your recruitment sources to ones that return on your investment of time and energy and ditch the rest.

“In order to determine what worked or didn’t work in the past year, it’s important to have workforce management software with comprehensive analytics features,” Bauman said. “You can use that insight to help make hiring decisions for 2018.”

(The articles above have been curated from various sources but not been edited by ICube staff)

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