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.
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
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.
Annual business plan hr template : play this in slide show modeVipul Saxena
This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
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.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Are you an HR manager and looking for a PPT on recruitment proposal? SlideTeam has come up with content-ready recruitment proposal PowerPoint presentation slides. Our readymade hiring proposal presentation template guides you to have clear and significant selection criteria which will further help to avoid bias. These predesigned onboarding process PPT presentation templates outline key management, services, current vacancies, recruitment sources, job description, recruitment funnel, enrollment tracker and hiring budget. Our human resources management proposal presentation PPT will help to implement various creative recruitment strategies. This staffing plan PowerPoint presentation has been designed by highly qualified designers and researched by researchers from top-tier management firms. Our screening mechanism presentation slides will aid you to recruit talent for your company more efficiently. These HR consulting PowerPoint slides can also be used for recruitment process outsourcing, application tracking system, recruitment plan, employee selection process, employment strategy plan, and many more. So, do not delay and quickly download our recruitment proposal presentation slides.Give glory where due with our Recruitment Proposal PowerPoint Presentation Slides. Extol the excellence of your colleagues.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
Talent Acquisition: Case Study PresentationsWorkforceNEXT
Presented by Dora Rodriguez - Manager Corporate Recruiting at Enterprise Products Partners, Kristy Sidlar - Executive Director Human Capital Solutions at Allegis Global Solutions.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
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.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Are you an HR manager and looking for a PPT on recruitment proposal? SlideTeam has come up with content-ready recruitment proposal PowerPoint presentation slides. Our readymade hiring proposal presentation template guides you to have clear and significant selection criteria which will further help to avoid bias. These predesigned onboarding process PPT presentation templates outline key management, services, current vacancies, recruitment sources, job description, recruitment funnel, enrollment tracker and hiring budget. Our human resources management proposal presentation PPT will help to implement various creative recruitment strategies. This staffing plan PowerPoint presentation has been designed by highly qualified designers and researched by researchers from top-tier management firms. Our screening mechanism presentation slides will aid you to recruit talent for your company more efficiently. These HR consulting PowerPoint slides can also be used for recruitment process outsourcing, application tracking system, recruitment plan, employee selection process, employment strategy plan, and many more. So, do not delay and quickly download our recruitment proposal presentation slides.Give glory where due with our Recruitment Proposal PowerPoint Presentation Slides. Extol the excellence of your colleagues.
HR Management PowerPoint Presentation Slides is a highly visual virtual tool specially designed to showcase HRM strategies and practices. Human Resource Management PPT theme encompasses all the seven primary functions that rest on the shoulders of the HR department. Our workforce management PowerPoint slideshow is furnished with striking data visualization tools to assist you in effortlessly showcasing sophisticated processes. Several KPI and dashboard diagrams of personnel management PPT presentation help you to consolidate huge amounts of information systematically. Use this employee management PowerPoint theme to demonstrate strategic human resource planning, including recruitment, selection, motivation, training, development, and evaluation. The comprehensive layout of our staff management PPT slideshow helps you address all the fundamentals of a sound HRM system. Present details like compensation types, types of appraisal methods, workplace safety, and health laws using the HR management PowerPoint template. So, download our human capital management PPT deck and illustrate all the HRM functions with a dash of visual brilliance. https://bit.ly/2SzZPNP
Talent Acquisition: Case Study PresentationsWorkforceNEXT
Presented by Dora Rodriguez - Manager Corporate Recruiting at Enterprise Products Partners, Kristy Sidlar - Executive Director Human Capital Solutions at Allegis Global Solutions.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
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.
Turbocharging the recruiting engine: How LinkedIn used data to drive recruiti...LinkedIn Talent Solutions
Chris Pham, LinkedIn
Jennifer Shappley, LinkedIn
By forecasting hiring demand and building a process and organizational muscle to dynamically manage recruiting capacity, LinkedIn’s Talent Acquisition department has been able move from constantly playing catch-up with hiring demand, to getting ahead and dynamically moving resources around to where the need is the highest.
In this session, we will provide insight into one of the many ways data-driven recruiting is done at LinkedIn. We will also show how the process and modeling that the Talent Analytics and Operations team has been able to implement has allowed LinkedIn’s recruiting teams to project business demand, right-size themselves accordingly and ultimately save LinkedIn money.
Session highlights:
How we set up a framework to hold recruiting teams accountable to capacity plan.
How LinkedIn got Talent Acquisition, Human Resources, and FP&A to align.
How using data to estimate hires within 5% of actual volume, and staffing recruiting teams accordingly, allowed us to give back to the business.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Conquer 6 workforce planning and optimization challenges | AnaplanAnaplan
Your workforce is likely your most expensive asset—and yet an investment in a workforce planning platform isn’t usually top priority for executives. But did you know that companies tackling their workforce planning and optimization with Anaplan are saving 2-5 percent on their payroll costs?
In this webinar, thought leaders from Workforce Insight and Anaplan discuss how customers, such as Aramark, TELUS, Kimberly-Clark, and Tableau have transformed their HR processes with Anaplan
Growing from 5 to 100 people in 24 months Hanno Renner
Over the past 2 years Personio grew from 5 to 100 people. In a talk today I shared some of the learnings in regards to hiring and organization design we made along the way. We also received a lot of input from the Stylight founders who have been supporting us since our seed round and helped avoiding many mistakes.
I was asked to upload the slides and hope they are helpful even without the respective voice-over.
Aanpakken van de COVID-19 pandemie leidt over de hele wereld tot dilemma's. In dit boek krijgt de lezer inzicht in die dilemma's en hoe deze succesvol aan te pakken. Tegelijkertijd wordt er in vogelvlucht een beeld geschetst van de aanpak in de diverse landen in de wereld.
Het vermogen om effectief met dilemma’s om te gaan krijgt steeds meer belangstelling. HR heeft volgens de schrijver van het voorwoord Dave Ulrich ook een belangrijke rol als Paradox Navigator. Zo biedt dit boek niet alleen beleidsmakers een leidraad bij het aanpakken van de crisis, maar is het boek ook een mooi naslagwerk voor HR professionals voor het verkrijgen van meer inzicht in de aanpak van dilemma’s en dit bijvoorbeeld te benutten bij de opzet en invulling van veranderings- van change managementtrajecten.
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb. Part 1 & Part 2
This is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-1-of-2
rthe
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb.
I apologize for the inconvenience.
Here is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-2-of-2
Alexander Crepin HR Bridging Today and Tomorrow SuccessfullyAlexander Crépin
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To do so successfully requires a skilled committed workforce and an agile organisation.
A strong skilled HR team with a clear mission & vision can make this ongoing journey a success.
Alexander Crepin can help you to design the journey and make the transition happen. Bridging Today & Tomorrow .....
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
In the War for Talent, the STEM-I talent are changing the game. Recruitment in a Candidate Driven, very competive market requires marketing to get attention and gain interest of Target Talent. Also to support Talent Sourcing and informing prospect candidates..
This workshop is to train recruiters, recruiting professionals and managers about what it Job Branding takes to be more successful in the War for Talent.
This training provides a lot of information and the workshop will require an equal investment in time to really get an understanding about Job Branding.
Sourcing talent key recruiting differentiator part 1 BAlexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the STEP model, part of the SAAA data driven recruitment model.
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipAlexander Crépin
Craftsmanship of the sourcing team members is playing an important role in successfully attracting talent in the War-for-Talent. This workshop is provides insight in the role of the sourcing specialist. It is about getting a pretty good idea what the today's Sourcer job is about.
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Alexander Crépin
Sourcing today is Data Driven.
Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing successfully and become a winner in the War-for-Talent.
Talent Relationship Management part of the SAAA Recruitment modelAlexander Crépin
Talent Relationships replacing Life-time-emloyment.
A more strategic view on the importance & logic of being connected to Target Talent Groups to strengthen organisation's agility.
Developing a longer term relation with Target Talent by building a Talent Community, ensuring an "on-demand" Talent Pipeline.
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)Alexander Crépin
How Referral Recruitment should be used to build a Talent Pipeline
How to make the best sourcing channel even more successful?
TalenTTipper international referral recruiting services
Creativiteit, kansen zien en kansen grijpen final flyerAlexander Crépin
Creativeren, creativiteit activeren is een duurzaam antwoord op het crisis denken waarbij besparen voorop staat. Op een bepaald moment houdt besparen op en is er iets anders nodig. Dat moet sowieso want we zitten in de transitie naar een nieuwe tijd met nieuwe business modellen. Alle creativiteit binnen en rond de organisatie zal gemobiliseerd moeten worden om tijdig de antwoorden te kunnen geven die deze tijd vraagt.
P&O is de sleutel in de transformatie naar een nieuwe tijd, waarin bedrijven op een eigentijdse manier aan de slag moeten om voor klanten en andere stakeholders duurzame waarde te creëren.
MVO is een prima kans om als HR Business Partner en change master aan de slag te gaan.
CSR is about how to do business.
HR is about how to ensure that managers & employees are able and enabled to do business in a social responsible manner and create sustainable value for all stakeholders.
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