In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
3. A. WFP What ?
Workforce alignment tool
• Forecasting = identifying needs
(what)
• Planning = addressing needs
(how)
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
4. What else ?
Process get workforce as ready as possible
to meet upcoming business challenges
• right size
• with the right profiles (diversity) & skills
• doing right things at the right time
• organised & structured in the right way
• within the budget you can afford
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
5. WFP Forecasting
• Exploring & analysing future business
development based on company’s strategy & mission
• Identifying matters impacting future of WF
• Identifying future WF requirements
quantity & quality of staff needed to deliver business
objectives and fulfil the business ambitions
• NB. Even best forecasts only a moderate effort. Accuracy can fall rapidly
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
6. Workforce Forecast
=
Input for Workforce Planning
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
7. What ? Workforce Planning
Addressing forecasted WF requirements by
‒ developing strategies, solutions & plans for
agile, as future ready as possible workforce
‒ defining SMART HR objectives & budgets
‒ defining pathway for implementation
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
8. WFP Forecasting Recruiting view
Using Recruitment data, information, insights etc.
Input for better, more accurate forecasts (& plans)
• Metrics
• Staffing ratio’s
• Labour Market Intelligence
• EoC position
• Talent pool & pipelines
• Hiring scenario’s
• Budgeting
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
9. WFP Planning Recruiting view
What, how, when & where to do, at what
cost ensuring:
• in the (near) future
• successful external hiring
• of required quantity & quality of talent
• at a reasonable (competitive) cost-per-hire
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
10. What ? WFP result
• Bigger picture context for HR strategy
development, refinement & execution
• Strategic Framework, longer-term context for
critical workforce decisions
• (HR) Decision filter for new business initiatives
• Pathway to shape workforce quantitatively &
qualitatively as ready as possible for future
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
11. B. Why WFP ?
Enable business strategy execution by
• timely, cost-effective & efficient
• supply of
• qualified talent
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
12. Why WFP ? Anticipate & Prevent
Anticipate better to Prevent having a
• Surplus of employees (to many)
• Shortfall in talent supply (not enough)
a gap in the (critical/strategic) employee pool
• Quality surplus and/or shortfall
mismatch skill type &/or level of employees & demand
Too many & Too few = Problem Not meeting productivity, performance, profitability & org. goals
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
13. Why WFP ? Recruiting view
• Long term framework for recruitment strategy & goals
• Direction for short term recruiting priorities
• More competitive in War-for-Talent
• Target key talent groups more precisely
• Optimize shape, structure & size of recruiting team
• Recruit & refer more pro-actively
• Realistic hiring expectations
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
14. C. When WFP ?
In today’s dynamic world:
Ongoing, continuous process
Regular review, update & adjust plans
– external & internal dynamics
– changing economic & business directions
– new insights, more/better data & analytics
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
15. When ? Example Full WFP cycle:
• Every 3 years (depending on VUCA context)
strategic, tactical & operational planning + milestones to review outcomes
• Annually reviewed & adjusted
• Quarterly checked & updated
• Real-time monitored (on dashboard) &
taken notice of in operational execution
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
16. When ? Agile WFP
Advanced WFP (usually takes time to get at this point!!)
• Rolling forecasts
• Agile planning
• Data Driven, real time monitoring
• Modelling & simulating (on demand)
• Update & adjust when data indicate it
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
17. When WFP ? Recruiting view
Data Driven Recruitment
• Real time dashboard & insights
• Continuously monitoring & reviewing
• Responsive to changes & trends, adjusting
plans / planning for hiring new talent
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
18. D. WFP Who ?
WFP stakeholders at all levels, in all
functions & locations
WFP cooperative & collaborative effort of
• Board, senior leadership
• HR (program & process management)
• Business leadership
• Key professionals
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
19. Who ? WFP Competencies
• Highly numerical and analytical
• Understanding of analytical methods & models
• Vision & Helicopter view
• Business acumen
• Planning & organising
• Pragmatic, result driven
• Adaptability
• Organisational & cultural sensitivity
• Collaborative, team oriented
• Communication verbally & in writing
• Listening, advising & influencing
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
20. Who ? Recruitment disciplines
• Sourcing Analyst(s)
• Employer Branding Specialist(s)
• Recruiter(s)
• Recruitment Agency Partners
• Labour Market Intelligence service providers
• Various public labour market data agencies
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
21. E. How WFP ?
No single best way for WFP
• Many organisations have WFP model
• Most are quite similar
• Don’t start recreating the wheel, but ……..
• No one-size-fits-all approach
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
22. How ? a Simple Start
• Step-by-step
• Engage, get cross-functional involvement
• Pilot to learn, develop proof of concept
• Identifying added valueaddifferentlevels (see why)
• Make final business case for integrally using
WFP
• Make plan for next step(s) in WFP
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
23. How ? WFP Enablers
• Culture open for Data Driven Decision making
• Culture: collaborative & cross-functionally integrated
• Strategic direction & business strategy in place
• Building on existing programs/initiatives already
addressing scope of WFP process?
• Using existing resources, strategic papers, data &
expertise within & around the organisation
• WFP (HR+ Business) Data Eco System available
• Common (HR) language for skills, competencies etc.
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
24. WFP Process 7 steps matter most:
1. Gather
2. Analyse
3. Assess
4. Anticipate
5. Act(ion)
6. Audit
7. Adapt (action) & Adjust (plan)
to ensure providing the right structure, skills, and supply of qualified staff
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
25. Step 1: Gather Data
WFP is a Data Driven Process
• Without accurate & reliable data, WFP doesn’t
make real sense
• Integrated data set = Key (competitive)
differentiator
• Real time monitoring options
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
26. WFP Data eco-system
WFP data eco-system development
• establishing corporate wide common (HR) data set
• consolidate disparate data sources, connecting local
& functional HR, Finance, Marketing etc. systems
• developing or revamping HRIS / Recruiting Systems
• requesting & gathering reliable, up-to-date data
• analysing & understanding data relationships
• deciding what, how & when to monitor & report
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
27. WFP Data (recruiting view)
Data Driven Hiring key success factor
Internet is the Talent Pool
• Labour market data
• Identification & monitoring of data about sources
• Target group data specifics
• Developing Data Driven Recruitment Personas
• Analysing Recruitment metrics & KPI’s for insight
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
28. Step 2: Analytics
Synthesising different sources of data to
• analyse & monitor current situation
• analyse & create a pro-active, data-driven
insight on the (near) future workforce needs
&
• Developing supporting analytical model(s)
• Automating data analytics
• Developing collaborative, data driven process
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
29. How ? WFP Enablers
• Analyse current & future talent strategy to stay
informed & agile
• Using analytics to become a true business partner
• Account for numerous variables in workforce plan
• Understand strategy-led planning versus data-led
planning
• Use analytics for informed decision making
• Use predictive analytics to plan for multiple futures
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
31. WFP = Continuous, up-to-date insight
Workforce Intelligence (culture)
• understanding workforce dynamics
• real time insight
• rolling forecast
Moving from transactional, short term driven operations, to data driven, pro-
active, more strategic execution of HR & Business strategy
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
33. Assess implications
Main questions to be answered:
• what WF needed (demand) ?
• what & who is available (supply) ?
• what challenges making WF supply ready to
meet future WF demand ?
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
34. Assess implications
• Identify changes, gaps, risks, challenges &
opportunities
• Identify critical workforce issues, key (risk)
areas of need/action for stakeholders
• Prioritise ‘issues’ to be addressed
• Get shared mindset about priorities
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
35. Assessment forecasted roles
Identifying changes in roles:
• Roles remaining almost unchanged
• Enhanced roles requiring training of current
staff in additional new skills
• New roles requiring quality, type & level of
staff not (yet) present (in required numbers)
• New roles not requiring qualified staff
• Obsolete or declining current roles
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
36. WFP
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
Current supply
Future supply Forecast demand
Assess Gaps / Surpluses
Anticipate in WF Plan
Tactics begin!WFP implementation
(Talent) Market
development
exploration & scans
37. Step 4: Anticipation
Anticipation of Gap implications
• How to close gap between current & future?
• How to deal with surpluses & shortfalls?
• Develop solutions for short & (near) future
• HR strategy development & adjustment
• Review Business direction & pace adjustment
Action plan to close the Gap
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
38. WFP Gap closing HR options
• Recruit right quantity & quality new talent
• Re-deploy employees
• Retain key people
• Develop & train, employability & capacity
• Define workforce employment categories
• Engage a network of quality flex-workers
• Reduce & outplace “redundant” employees
• Develop out- & insourcing partnerships
• Organisation (re) design, talent allocation
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
39. Gap Closing Matrix example
WFP GAP Analysis
Shows:
Recruiting
Hiring
Selection
Perf.
Mngmnt.
Training &
Dvlpmnt.
Retention
Replace
&
Succession
Competencies not
matching demand
Recruit
the right
Select
right
Core
Comp.
Clear?
Trainable
?
Train?
Not
Matching
No future
High Turnover
Realistic
promises
Selecting
right
Is Perf.
Feedback
OK?
Key employees
retiring soon
How hire
key
players?
How
select key
players?
Etc.
Performance not
competitive
Hiring
Quality
Selecting
Quality
New ways of
working coming
Align
recruiting
Align
Selection
Methods
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
40. Step 5: Action enablers
• Stakeholder buy-in, sharing & communication
• Implementation skills & competencies
• Ensuring budget
• Setting priorities
• Providing time frame – time horizon
• Defining milestones & KPI´s
• Ensuring role clarity & responsibilities
• Real time monitoring & reporting options
• Where planning ends, tactics begin!
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
43. Step 7: Adapt & Adjust
WFP exists in the real world
The ideal world doesn’t exist
Dealing with today’s dynamic realities of
change!
WFP Action Plan = Living “Document”
Evolving Roadmap
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
44. WFP in a VUCA world
Today’s business environment =
• Volatile = increasing pace or rate of change
• Uncertain = lack of predictability of future
• Complex = many interconnected parts /variables
• Ambiguous = lack of clarity meaning of trends & events
Volatile, uncertain, complex and ambiguous are closely interconnected items,
and should be seen in close relation to each other
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
45. WFP VUCA dilemmas
• Can you plan anything in a VUCA world?
• Does WFP make sense when pretty unlikely that
the future will appear in projected manner?
• What practical value do forecasts have?
• How much time & effort in view of uncertainties?
• Which time horizons realistic & still add value?
• Balancing short-term shocks & long-term needs
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
46. WFP & Winning in VUCA world
WFP not easy in VUCA world but
increasingly seen as a
key to success
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
47. WFP & Winning in VUCA world
WFP success factor in VUCA world:
• in-depth knowledge of current workforce
capability
• smart workforce KPI set & eco-system to
monitor developments
• being as prepared as possible for a competitive
world
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
48. WFP in VUCA world & Agility
Building an Agile workforce
Impossible to predict the future …..
• so ensure having the right people
• demonstrating agility to deal with different
scenarios or situations (a crisis, a recovery, a building
situation, a green field, a ………. )
• ready for whatever comes in the future
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
49. WFP: Workforce Intelligence
• understanding workforce dynamics
• real time monitoring for progressive
insight
• rolling forecast = adjusting, fine tuning
on basis of latest insight
Moving from transactional, short term driven operations, to data driven, pro-
active, more strategic execution of HR & Business strategy
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
50. WFP: Keep it Simple
WFP Simplification by Segmentation
Covering Total Workforce complex & time consuming
Segmentation of workforce:
• Setting priorities, focus on important roles
• Identifying for future business critical jobs/roles
• Getting in-depth understanding of critical, key &
core roles across organisation
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
51. WFP: Workforce Segmentation
Break down workforce into roles / jobs
Alexander Crépin AC@Recruitmentcoach.nl
Workforce Forecasting & Planning for Recruiters
Key roles
Specialists
Do roles Core roles
Critical roles
Impact on business value
Difficultytoreplaceroles
52. WFP Segmentation challenge
From Recruitment point of view
• understanding unique dynamics, motivations
& needs of target segments
• dedicated/ targeted approaches in job branding,
employer branding, sourcing, talent pooling, assessment, onboarding
• recruitment personas development
• updating & developing EoC ambitions & EVP
• pro-active targeted sourcing
Reflecting in Recruiting strategies, policies & practice!!
Alexander Crépin AC@Recruitmentcoach.nl
Workforce Forecasting & Planning for Recruiters
53. Why WFP ?
To be Ready for future
• Know yourself
• Where you are going to
• What it needs to get there in time
Adapt & Adjust before having to change
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
54. WFP success
Start now
• make team & stakeholders capable & get buy-in
• to develop a workforce
• as ready as possible
• for achieving future business objectives!
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl