How do you ensure you have the right number of people with the right competencies employed in the right place to deliver your organisation’s short- and long-term objectives?

Workforce planning helps to ensure sustainable performance by enabling you to make better decisions about the future people needs of your organisation.

Exceptional talent, and the business success that follows from it, are almost always the result of careful planning. Yet while you may be aware of the importance of workforce planning in principle, you may not have the HR resources in-house to carry it out effectively – and that’s where Delisle-Barrow Recruitment can help.

Start planning now

If you only consider workforce planning at annual budget times you may want to re-think your approach. Use finance as a measuring tool for headcount, and there’s a danger that unforeseen changes will mean a critical position is left empty, or that your organisation becomes reliant on contingency workers.

Instead, workforce planning should be carried out continuously – to measure your business’ successes and quickly eradicate headcount and recruitment problems.

It’s worth remembering that budget focused planning fails to take into account things such as:

  • Types of roles
  • Team formation
  • Historic and Seasonal turnover trends
  • Projected employee movement
  • Organisational changes that form a key part of delivering on the business plan.

How we can help you

If you’re considering workforce planning or are re-assessing your current processes, Delisle-Barrow Recruitment can help you:

  • Understand the current employee profile and skill set in order to create a plan of succession. This allows you to assess how likely you are to achieve your goals within the short, mid and long term.
  • Identify current skills gaps and shortages preventing your organisation from achieving its business objectives and create job descriptions accordingly.
  • Identify future recruitment needs, eliminating costly and possibly unnecessary hiring. This means you’re in a better position to cherry pick the top candidates within your desired sector.
  • Create a structure of internal mobility allowing for opportunities of job re-allocation and promotion.

Start with a skills audit

In order to identify the organisation’s best pathway to growth, you need to know what skills, knowledge and abilities you currently have – and what would be required to meet future goals.

A skills audit will reveal the ‘gap’ your organisation is dealing with – and help determine whether you should build, borrow, or buy. Build: You train your existing workforce in the skills you have targeted as necessary for growth. Borrow: You source the skills you need by teaming up with a partner.Buy: You acquire talent from outside the organisation.

Contact Natasha today

Natasha Delisle-Barrow is an award-winning recruitment consultant who carries out skills audit and analysis for succession planning, internal mobility and hiring solutions.To discuss your workforce planning needs, contact Natasha on: 020 38653854 or 07940991195.