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The Triggers & Benefits of a Workforce Plan

Workforce Plan

When is it time for a Workforce Plan, and what is the expected ROI?

It’s important to understand that a proper Workforce Plan requires a smart balance of technology tools, scenario planning, advanced analytics and strategic insight.

Most organizations are accustomed to recruiting on an ad hoc basis—filling a vacant position or hiring a volume of people when the need arises. There is nothing wrong with this process, as long as the availability of talent far outpaces the demand. This is typically not the case, however.

 


8 Triggers that Indicate Your Organization Will Benefit from a Workforce Plan

1. High cost-per-hire
2. High time-to-fill metrics
3. Undesirable employee churn and turnover
4. Significant company expansion
5. High employee demand in your market
6. People failing to achieve desired level of productivity within a reasonable timeframe
7. Company is still slower to react to new business opportunities
8. Added pressure on current employees covering for open roles

Benefits of a Workforce Plan include:

  • Delivering ROI
  • Agency spend reduction
  • Improved process efficiency
  • Improved budgeting accuracy
  • Role specific information gained
  • Scalable team size according to need
  • Accurately defined roles attract better talent
  • Understanding of known and unknown attrition
  • Greater visibility into technology support needs
  • Enhanced succession planning and internal mobility
  • Proactive talent pipelining of actual business needs
  • Anticipated costs before the recruitment process starts
  • Benefits of being able to plan hiring across the business
  • Better positioned to execute new business initiatives successfully


Another Benefit: A Workforce Plan Energizes Current Employees
Companies can expect substantial improvements in employee engagement and retention efforts. Workforce Planning includes internal mobility, succession planning and professional development. The awareness that a planning process exists to identify internal people for positions before reaching out externally will engage and energize current employees.

Need support with Workforce Planning? Hudson has tools, processes and templates that can help you engage with your business leaders. Contact us

Get Hudson’s step-by-step guide to Strategic Workforce Planning titled “Strategic Workforce Planning: A Critical Differentiator for Businesses.” (No registration required). Click here to download.

 
 
 

Hudson Ranks on LinkedIn’s Global List of Top 25 Most Socially Engaged Companies in Recruitment

LinkedIn Award

Hudson has ranked #4 in the world on LinkedIn’s 2015 list of 25 Most Socially Engaged Companies in the Recruitment Industry

The winners were announced October 7 at Social RecruitIn London, an industry conference for search and staffing professionals whereby attendees share best practices, prized insights and top trends in the recruitment industry.

To come up with the rankings, LinkedIn reviewed a range of metrics including social reach, employee engagement and interactions, talent brand and content marketing power on LinkedIn. Company Page followers, employee activity on LinkedIn, and use of company status updates were key factors in driving social engagement.


According to LinkedIn:
“We’re seeing more and more recruitment firms around the world realizing the benefits of adopting social media. They’re becoming marketing-led organizations versus sales-led organizations, and they’re able to grow their businesses and better engage their clients and candidates as a result.”

LinkedIn is the world’s largest professional network with more than 380 million members in over 200 countries and territories with professionals signing up to join at a rate of more than two new members per second.

To view the full list of 25, click here.

 
 
 

Candidate Sourcing like Sherlock Holmes

How do you find something that can’t be seen? It’s a classic question we face when candidate sourcing. As the great detective himself once said, “My name is Sherlock Holmes. It is my business to know what other people don’t know.”

Like Scotland Yard sending Sherlock after elusive suspects, we are sent by our hiring managers to source candidates with elusive skill sets.

A recent example was a member of my team that was sent to find someone with Manugistics systems implementation experience. Think of the job description as a report of the crime scene and the candidate we are looking for as our suspect.

Finding the Candidate

Here is the process I follow to identify prospects that have a skill set that they do not mention on a resume or LinkedIn profile. In this case, my client is looking for skill using a specific technology. I start with researching the company that provides the technology. In this case, Manugistics is owned by JDA Software. A brief review of JDA’s website led me to a few new keywords as well as a list of companies that use this software for their supply chain management. Now I’m looking for industry specific experience in combination with this software. From the list of clients, I found a large competitor of our client, Unilever.

What I do next is search for supply chain management professionals from Unilever. Because I now know they use this software, I can infer that the people that work in supply chain management at Unilever use the software too, even if they don’t specifically list it on their resume or LinkedIn profile.

Armed with that information, I searched on LinkedIn and found the following profile

Contacting the Candidate

Scanning Unilever’s homepage I’m able to find that the end of their email format is @unilever.com. Now I can use a Boolean search to uncover the email format Unilever uses for their internal emails. So I ran the following search string in Google, “site:unilever.com *@unilever.com” From the search results I was able to deduce the email format is first name dot last name @unilever.com. I tried to verify the email using emailtester.com but I was foiled as they do not permit email verification (Even though some organizations block email verification, I feel it is a useful step in any investigation). I used what I thought was his email address and I am now setting up some time for us to discuss his career.

When it comes to candidate sourcing, the most valuable asset we own is our mind. With a little deductive reasoning, some training, and good old-fashioned detective work I was able to identify and contact a prospect that my competition was unable to.

If you can get this right, your clients might believe you are more of a magic sorcerer than a sourcer. Maybe they would be right.

“When you have eliminated all which is impossible, then whatever remains, however improbable, must be the truth. “ – Sherlock Holmes

 
 
 

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HUDSON

Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.