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Download: Integrated Employment Branding Presentation
5 Year Forecasting
In general, organizations do not filter their strategic plans by asking the Recruiting Department "Can you get us enough people to accomplish our goals?" The assumption that there is an infinite supply of the right workers at the right price is the riskiest component of most growth plans. Because they are not asked to participate, HR managers typically ignore their responsibility to let the larger company know about the realities of the labor market. Even though it's a critical question, the fact that it is never asked appears to entitle those responsible for execution to ignore it. Answering the simple question "How many people of what type do we need over the next five years?" is a relatively easy forecast that can be based on current staffing configurations and a growth forecast. A really good assessment would include several potential scenarios that change the mix. The second logical question is "Can we easily acquire those workers?" involves a review of employment statistics from the areas surrounding the company's various locations and the 'production rates' of the universities that supply key worker types. Again, several scenarios ranging from the demise of a competitor to a global crisis will help shape the realities of the story. Identifying potential problem areas and their solutions is a simple matter of comparing requirements to realities. A usable first draft of a 5 year plan, subject to revisions for clearer baseline data and alternative solutions should be easily completed with a couple weeks of focused attention. - John Sumser © TwoColorHat. All Rights Reserved.
Don't forget to check out the blogs on bert.
H3 takes a
load
off the overworked HR director's hands by mobilizing employees, and
trusted personal contacts outside of the company in the search for the
perfect job candidate.
You and your hiring manager outline the job specs. Then send
them
off to people whose judgment you value, along with a reward voucher-an
incentive, and a way of saying thank you to those people who were
willing to
lend their time and energy thinking about who, among their contacts,
would
be right for your company.
You decide how much you want to pay for finding the right
candidate.
And if the right candidate never turns up? You pay absolutely nothing,
making H3 completely risk free. And if you do find the right fit? H3
tracks how the candidate was found, and rewards everyone involved in the
successful hire. All of which makes H3 the most efficient recruiting
vehicle available
Get your copy of the white paper,
Building Talent Scout Networks, today.
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