SlideShare uma empresa Scribd logo
1 de 61
Recruitment Workshop
Strategic
Workforce Forecasting & Planning
(in a VUCA world)
Workshop summary
Alexander Crépin AC@Recruitmentcoach.nl
Alexander Crépin
recruitment strategist, coach & trainer
freelance, interim recruiting & management
SAAA Corporate Recruitment Model
4 phases
Attract AppointAssessStrategize
Alexander Crépin AC@Recruitmentcoach.nl
Talent
Acquisition
Employer
Branding
Forecasting
Planning
Hiring
On-
boarding
Selecting
Engaging
Talent
Pooling
Workforce Forecasting & Planning
A. WFP What ?
Workforce alignment tool
• Forecasting = identifying needs
(what)
• Planning = addressing needs
(how)
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
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
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
Workforce Forecast
=
Input for Workforce Planning
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
WFP
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
Future
Present
Past
Current WF supply
Future WF supply
Forecast WF demand
• Facts
• Patterns
• Parameters
• Demographics
• HR Policies
• HR Programs
Exploring
• Trends
• Scenarios
• Assumptions
Analysing & projecting
• Analytics
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
Step 3: Assess implications
Assess current, future & forecasted
workforce profiles
Comparing quantitatively (jobs / roles FTE’s)
and/or qualitatively (levels, competencies, skills)
Diagnose outcomes
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
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
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
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
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
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
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
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
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
Step 6: Audit Implementation
• Assessing accuracy forecasts & plans
• Monitoring impact plans, milestones & KPI´s
• Monitoring implementation remains on track
• Checking commitment& confidence for plans
• Analysing & discussing findings
• Reporting & presenting
Workforce Forecasting & Planning for Recruiters
Alexander Crépin AC@Recruitmentcoach.nl
Alexander Crépin AC@Recruitmentcoach.nl
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
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
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
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
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
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
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
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
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
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
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
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
See also
1-day workshop
Strategic
Workforce Forecasting & Planning
(in a VUCA world)
by
Alexander Crépin
Alexander Crépin AC@Recruitmentcoach.nl
Your questions ?
Alexander Crépin AC@Recruitmentcoach.nl
Thank You
Thank you
Alexander Crépin AC@Recruitmentcoach.nl
Success!
Interested in WFP for recruitment ?
Just contact me
I help you to succeed
Alexander Crépin AC@Recruitmentcoach.nl
Also on by Alexander
Alexander Crépin AC@Recruitmentcoach.nl
End!
Alexander Crépin AC@Recruitmentcoach.nl

Mais conteúdo relacionado

Mais procurados

Trends in Talent Acquisition
Trends in Talent Acquisition Trends in Talent Acquisition
Trends in Talent Acquisition AnuUpadhyay6
 
Recruiting Metrics Presentation
Recruiting Metrics PresentationRecruiting Metrics Presentation
Recruiting Metrics PresentationRachel Webb
 
Employee Life Cycle
Employee Life CycleEmployee Life Cycle
Employee Life CycleAmos Rabin
 
HR / Talent Analytics
HR / Talent AnalyticsHR / Talent Analytics
HR / Talent AnalyticsAkshay Raje
 
Performance Management at Microsoft: The Case of Stack Ranking
Performance Management at Microsoft: The Case of Stack RankingPerformance Management at Microsoft: The Case of Stack Ranking
Performance Management at Microsoft: The Case of Stack RankingJeet Samarth Raut
 
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014SABPP
 
Succession Planning
Succession PlanningSuccession Planning
Succession PlanningM Dalton
 
10 things HR transformation
10 things HR transformation   10 things HR transformation
10 things HR transformation Rob Scott
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
 
Workforce Planning At Rrhs
Workforce Planning At RrhsWorkforce Planning At Rrhs
Workforce Planning At Rrhsjcimbak
 
HRM– challenges ahead
HRM– challenges aheadHRM– challenges ahead
HRM– challenges aheadSanjeev Singh
 
A Guide to Hiring for your Startup
A Guide to Hiring for your StartupA Guide to Hiring for your Startup
A Guide to Hiring for your StartupYevgeniy Brikman
 
Human resource planning
Human resource planningHuman resource planning
Human resource planningAamera Khan
 
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Dr Susan Entwisle
 
A New Blueprint for HR
A New Blueprint for HRA New Blueprint for HR
A New Blueprint for HRaccenture
 

Mais procurados (20)

Trends in Talent Acquisition
Trends in Talent Acquisition Trends in Talent Acquisition
Trends in Talent Acquisition
 
Hr Analytics
Hr AnalyticsHr Analytics
Hr Analytics
 
Recruiting Metrics Presentation
Recruiting Metrics PresentationRecruiting Metrics Presentation
Recruiting Metrics Presentation
 
Employee Life Cycle
Employee Life CycleEmployee Life Cycle
Employee Life Cycle
 
HR / Talent Analytics
HR / Talent AnalyticsHR / Talent Analytics
HR / Talent Analytics
 
Performance Management at Microsoft: The Case of Stack Ranking
Performance Management at Microsoft: The Case of Stack RankingPerformance Management at Microsoft: The Case of Stack Ranking
Performance Management at Microsoft: The Case of Stack Ranking
 
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014
Strategic HRM with impact: From Strategy to Executio - Zimbabwe 2014
 
Succession Planning
Succession PlanningSuccession Planning
Succession Planning
 
10 things HR transformation
10 things HR transformation   10 things HR transformation
10 things HR transformation
 
HRBP Presentation v4
HRBP Presentation v4HRBP Presentation v4
HRBP Presentation v4
 
Sourcing talent as key recruiting differentiator part 1 A
Sourcing talent  as key recruiting differentiator part 1 A   Sourcing talent  as key recruiting differentiator part 1 A
Sourcing talent as key recruiting differentiator part 1 A
 
Workforce Planning At Rrhs
Workforce Planning At RrhsWorkforce Planning At Rrhs
Workforce Planning At Rrhs
 
Hr metrics
Hr metricsHr metrics
Hr metrics
 
HRM– challenges ahead
HRM– challenges aheadHRM– challenges ahead
HRM– challenges ahead
 
A Guide to Hiring for your Startup
A Guide to Hiring for your StartupA Guide to Hiring for your Startup
A Guide to Hiring for your Startup
 
Human resource planning
Human resource planningHuman resource planning
Human resource planning
 
HR Analytics
HR AnalyticsHR Analytics
HR Analytics
 
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
Predictive Analytics for HR: A Primer to Get Started on your HR Analytics Jou...
 
A New Blueprint for HR
A New Blueprint for HRA New Blueprint for HR
A New Blueprint for HR
 
HR Value Proposition
HR Value PropositionHR Value Proposition
HR Value Proposition
 

Semelhante a Workforce forecasting & planning Introduction for recruiters - Workshop summary

Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
 
Corporate Recruitment life cycle model: SAAA by Alexander Crepin
Corporate Recruitment life cycle model: SAAA  by Alexander Crepin Corporate Recruitment life cycle model: SAAA  by Alexander Crepin
Corporate Recruitment life cycle model: SAAA by Alexander Crepin Alexander Crépin
 
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
 
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-92 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9lowela brier
 
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)lowela brier
 
Alexander Crepin SAAA Coporate Recruitment Model
Alexander Crepin SAAA Coporate Recruitment Model Alexander Crepin SAAA Coporate Recruitment Model
Alexander Crepin SAAA Coporate Recruitment Model Alexander Crépin
 
Big Data, Predictive Analytics 2nd of Sept 2014 Copenhagen
Big Data, Predictive Analytics 2nd of Sept 2014 CopenhagenBig Data, Predictive Analytics 2nd of Sept 2014 Copenhagen
Big Data, Predictive Analytics 2nd of Sept 2014 CopenhagenAki Kakko
 
Manpower planning-
Manpower planning- Manpower planning-
Manpower planning- Noor Azmi
 
Conquer 6 workforce planning and optimization challenges | Anaplan
Conquer 6 workforce planning and optimization challenges | AnaplanConquer 6 workforce planning and optimization challenges | Anaplan
Conquer 6 workforce planning and optimization challenges | AnaplanAnaplan
 
3. talent planning & deployment
3. talent planning & deployment 3. talent planning & deployment
3. talent planning & deployment Bima Hermastho
 
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHR
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHRBig Data and Predictive Analytics Sept 2014 Helsinki #AgileHR
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHRAki Kakko
 
So you want to become a corporate recruiter
So you want to become a corporate recruiterSo you want to become a corporate recruiter
So you want to become a corporate recruiterAlexander Crépin
 
Recruitment & selection
Recruitment & selectionRecruitment & selection
Recruitment & selectionSarthak Mehta
 
Growing from 5 to 100 people in 24 months
Growing from 5 to 100 people in 24 months Growing from 5 to 100 people in 24 months
Growing from 5 to 100 people in 24 months Hanno Renner
 
Human Resource Management
Human Resource ManagementHuman Resource Management
Human Resource ManagementVikram Kalyani
 
3.Recruitment and Selection .ppt
3.Recruitment and Selection .ppt3.Recruitment and Selection .ppt
3.Recruitment and Selection .pptNibedita Satapathy
 
An introduction to workforce planning
An introduction to workforce planningAn introduction to workforce planning
An introduction to workforce planningOrgvue
 

Semelhante a Workforce forecasting & planning Introduction for recruiters - Workshop summary (20)

Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...
 
Corporate Recruitment life cycle model: SAAA by Alexander Crepin
Corporate Recruitment life cycle model: SAAA  by Alexander Crepin Corporate Recruitment life cycle model: SAAA  by Alexander Crepin
Corporate Recruitment life cycle model: SAAA by Alexander Crepin
 
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...
 
2 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-92 hr-planning-recruitmentselection-1221576527574860-9
2 hr-planning-recruitmentselection-1221576527574860-9
 
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)2 hr-planning-recruitmentselection-1221576527574860-9 (1)
2 hr-planning-recruitmentselection-1221576527574860-9 (1)
 
Alexander Crepin SAAA Coporate Recruitment Model
Alexander Crepin SAAA Coporate Recruitment Model Alexander Crepin SAAA Coporate Recruitment Model
Alexander Crepin SAAA Coporate Recruitment Model
 
Big Data, Predictive Analytics 2nd of Sept 2014 Copenhagen
Big Data, Predictive Analytics 2nd of Sept 2014 CopenhagenBig Data, Predictive Analytics 2nd of Sept 2014 Copenhagen
Big Data, Predictive Analytics 2nd of Sept 2014 Copenhagen
 
Recruitment selection and process of top companies
Recruitment selection and process of top companiesRecruitment selection and process of top companies
Recruitment selection and process of top companies
 
Manpower planning-
Manpower planning- Manpower planning-
Manpower planning-
 
Conquer 6 workforce planning and optimization challenges | Anaplan
Conquer 6 workforce planning and optimization challenges | AnaplanConquer 6 workforce planning and optimization challenges | Anaplan
Conquer 6 workforce planning and optimization challenges | Anaplan
 
3. talent planning & deployment
3. talent planning & deployment 3. talent planning & deployment
3. talent planning & deployment
 
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHR
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHRBig Data and Predictive Analytics Sept 2014 Helsinki #AgileHR
Big Data and Predictive Analytics Sept 2014 Helsinki #AgileHR
 
So you want to become a corporate recruiter
So you want to become a corporate recruiterSo you want to become a corporate recruiter
So you want to become a corporate recruiter
 
Recruitment & selection
Recruitment & selectionRecruitment & selection
Recruitment & selection
 
Growing from 5 to 100 people in 24 months
Growing from 5 to 100 people in 24 months Growing from 5 to 100 people in 24 months
Growing from 5 to 100 people in 24 months
 
HRP.pptx
HRP.pptxHRP.pptx
HRP.pptx
 
Human Resource Management
Human Resource ManagementHuman Resource Management
Human Resource Management
 
3.Recruitment and Selection .ppt
3.Recruitment and Selection .ppt3.Recruitment and Selection .ppt
3.Recruitment and Selection .ppt
 
CIEL brochure
CIEL brochureCIEL brochure
CIEL brochure
 
An introduction to workforce planning
An introduction to workforce planningAn introduction to workforce planning
An introduction to workforce planning
 

Mais de Alexander Crépin

COVID-19 Route Kaart Dilemma's en Oplossingen
COVID-19 Route Kaart    Dilemma's en OplossingenCOVID-19 Route Kaart    Dilemma's en Oplossingen
COVID-19 Route Kaart Dilemma's en OplossingenAlexander Crépin
 
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Alexander Crépin
 
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Coaching Explained, an exploration by Alexander Crepin Part 1 of 2
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Alexander Crépin
 
Alexander Crepin HR Bridging Today and Tomorrow Successfully
Alexander Crepin  HR  Bridging Today and Tomorrow  SuccessfullyAlexander Crepin  HR  Bridging Today and Tomorrow  Successfully
Alexander Crepin HR Bridging Today and Tomorrow SuccessfullyAlexander Crépin
 
SAAA recruitment process model RecruitmenTTraining.nl
SAAA recruitment process model  RecruitmenTTraining.nlSAAA recruitment process model  RecruitmenTTraining.nl
SAAA recruitment process model RecruitmenTTraining.nlAlexander Crépin
 
Recruitment training.nl Opleidingsprogramma Startende Recruiter
Recruitment training.nl Opleidingsprogramma Startende RecruiterRecruitment training.nl Opleidingsprogramma Startende Recruiter
Recruitment training.nl Opleidingsprogramma Startende RecruiterAlexander Crépin
 
Employer branding evolution workshop overview part 3. final 2016
Employer branding evolution workshop overview part 3. final  2016Employer branding evolution workshop overview part 3. final  2016
Employer branding evolution workshop overview part 3. final 2016Alexander Crépin
 
Employer branding evolution workshop overview part 2 final 2016
Employer branding evolution workshop overview part 2 final  2016Employer branding evolution workshop overview part 2 final  2016
Employer branding evolution workshop overview part 2 final 2016Alexander Crépin
 
Employer branding evolution workshop overview part 1 final 2016
Employer branding evolution workshop overview part 1 final  2016Employer branding evolution workshop overview part 1 final  2016
Employer branding evolution workshop overview part 1 final 2016Alexander Crépin
 
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin  part 1 Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin  part 1
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
 
Sourcing talent key recruiting differentiator part 1 B
Sourcing talent  key recruiting differentiator part 1 BSourcing talent  key recruiting differentiator part 1 B
Sourcing talent key recruiting differentiator part 1 BAlexander Crépin
 
Sourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipSourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipAlexander Crépin
 
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Alexander Crépin
 
Talent Relationship Management part of the SAAA Recruitment model
Talent Relationship Management part of the SAAA Recruitment modelTalent Relationship Management part of the SAAA Recruitment model
Talent Relationship Management part of the SAAA Recruitment modelAlexander Crépin
 
Data Driven Hiring an overview QSXL
Data Driven Hiring an overview QSXLData Driven Hiring an overview QSXL
Data Driven Hiring an overview QSXLAlexander Crépin
 
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)Alexander Crépin
 
Netwerken workshop Outplacement 2.0 deel 1
Netwerken workshop  Outplacement 2.0 deel 1Netwerken workshop  Outplacement 2.0 deel 1
Netwerken workshop Outplacement 2.0 deel 1Alexander Crépin
 
Creativiteit, kansen zien en kansen grijpen final flyer
Creativiteit, kansen zien en kansen grijpen final flyerCreativiteit, kansen zien en kansen grijpen final flyer
Creativiteit, kansen zien en kansen grijpen final flyerAlexander Crépin
 

Mais de Alexander Crépin (20)

COVID-19 Route Kaart Dilemma's en Oplossingen
COVID-19 Route Kaart    Dilemma's en OplossingenCOVID-19 Route Kaart    Dilemma's en Oplossingen
COVID-19 Route Kaart Dilemma's en Oplossingen
 
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2
 
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Coaching Explained, an exploration by Alexander Crepin Part 1 of 2
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2
 
Alexander Crepin HR Bridging Today and Tomorrow Successfully
Alexander Crepin  HR  Bridging Today and Tomorrow  SuccessfullyAlexander Crepin  HR  Bridging Today and Tomorrow  Successfully
Alexander Crepin HR Bridging Today and Tomorrow Successfully
 
SAAA recruitment process model RecruitmenTTraining.nl
SAAA recruitment process model  RecruitmenTTraining.nlSAAA recruitment process model  RecruitmenTTraining.nl
SAAA recruitment process model RecruitmenTTraining.nl
 
Recruitment training.nl Opleidingsprogramma Startende Recruiter
Recruitment training.nl Opleidingsprogramma Startende RecruiterRecruitment training.nl Opleidingsprogramma Startende Recruiter
Recruitment training.nl Opleidingsprogramma Startende Recruiter
 
Employer branding evolution workshop overview part 3. final 2016
Employer branding evolution workshop overview part 3. final  2016Employer branding evolution workshop overview part 3. final  2016
Employer branding evolution workshop overview part 3. final 2016
 
Employer branding evolution workshop overview part 2 final 2016
Employer branding evolution workshop overview part 2 final  2016Employer branding evolution workshop overview part 2 final  2016
Employer branding evolution workshop overview part 2 final 2016
 
Employer branding evolution workshop overview part 1 final 2016
Employer branding evolution workshop overview part 1 final  2016Employer branding evolution workshop overview part 1 final  2016
Employer branding evolution workshop overview part 1 final 2016
 
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin  part 1 Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin  part 1
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1
 
Sourcing talent key recruiting differentiator part 1 B
Sourcing talent  key recruiting differentiator part 1 BSourcing talent  key recruiting differentiator part 1 B
Sourcing talent key recruiting differentiator part 1 B
 
Sourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipSourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship
Sourcing talent a key recruiting differentiator Part 2 B Sourcing Craftsmanship
 
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...
 
Talent Relationship Management part of the SAAA Recruitment model
Talent Relationship Management part of the SAAA Recruitment modelTalent Relationship Management part of the SAAA Recruitment model
Talent Relationship Management part of the SAAA Recruitment model
 
Data Driven Hiring an overview QSXL
Data Driven Hiring an overview QSXLData Driven Hiring an overview QSXL
Data Driven Hiring an overview QSXL
 
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)
 
Netwerken workshop Outplacement 2.0 deel 1
Netwerken workshop  Outplacement 2.0 deel 1Netwerken workshop  Outplacement 2.0 deel 1
Netwerken workshop Outplacement 2.0 deel 1
 
Creativiteit, kansen zien en kansen grijpen final flyer
Creativiteit, kansen zien en kansen grijpen final flyerCreativiteit, kansen zien en kansen grijpen final flyer
Creativiteit, kansen zien en kansen grijpen final flyer
 
P&O de sleutel tot MVO
P&O de sleutel tot MVOP&O de sleutel tot MVO
P&O de sleutel tot MVO
 
Why HR is key to CSR
Why HR is key to CSRWhy HR is key to CSR
Why HR is key to CSR
 

Workforce forecasting & planning Introduction for recruiters - Workshop summary

  • 1. Recruitment Workshop Strategic Workforce Forecasting & Planning (in a VUCA world) Workshop summary Alexander Crépin AC@Recruitmentcoach.nl Alexander Crépin recruitment strategist, coach & trainer freelance, interim recruiting & management
  • 2. SAAA Corporate Recruitment Model 4 phases Attract AppointAssessStrategize Alexander Crépin AC@Recruitmentcoach.nl Talent Acquisition Employer Branding Forecasting Planning Hiring On- boarding Selecting Engaging Talent Pooling Workforce Forecasting & Planning
  • 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
  • 30. WFP Workforce Forecasting & Planning for Recruiters Alexander Crépin AC@Recruitmentcoach.nl Future Present Past Current WF supply Future WF supply Forecast WF demand • Facts • Patterns • Parameters • Demographics • HR Policies • HR Programs Exploring • Trends • Scenarios • Assumptions Analysing & projecting • Analytics
  • 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
  • 32. Step 3: Assess implications Assess current, future & forecasted workforce profiles Comparing quantitatively (jobs / roles FTE’s) and/or qualitatively (levels, competencies, skills) Diagnose outcomes 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
  • 41. Step 6: Audit Implementation • Assessing accuracy forecasts & plans • Monitoring impact plans, milestones & KPI´s • Monitoring implementation remains on track • Checking commitment& confidence for plans • Analysing & discussing findings • Reporting & presenting 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
  • 55. See also 1-day workshop Strategic Workforce Forecasting & Planning (in a VUCA world) by Alexander Crépin Alexander Crépin AC@Recruitmentcoach.nl
  • 56. Your questions ? Alexander Crépin AC@Recruitmentcoach.nl
  • 57. Thank You Thank you Alexander Crépin AC@Recruitmentcoach.nl
  • 59. Interested in WFP for recruitment ? Just contact me I help you to succeed Alexander Crépin AC@Recruitmentcoach.nl
  • 60. Also on by Alexander Alexander Crépin AC@Recruitmentcoach.nl