In my last post, we discussed how to create a baseline for a Sourcer, given some data from your current recruitment resources. This article will focus on discovering the business requirements and adjusting that target for mitigating or aggravating factors.
Depending on the size or reputation of recruiting within your organization, the stakeholders may change. The thing to remember is that ideally, this conversation should happen with as many touch points and perspectives as are possible to obtain. This group may include HR Partners, Business Leaders, Line Managers and potentially other individuals as well. This process is what I would refer to as ‘workforce planning light’.
The goal of this exercise is to determine if, from a business perspective, the necessary volume of roles/talent will be increasing, decreasing, or staying flat. Due to the fact that recruiting/sourcing is a service provider, it’s necessary that the service fulfill the business need for the given time period (Quarter/Year/Month etc.)
Article Continues Below
AI and Automation: How They Will Impact the Future of Recruiting?
Using this template (http://goo.gl/O6f0Ax), you can have a very insightful conversation about any changes in the business that will have an effect on what would be considered the steady state of recruiting/sourcing. The template attempts to address any particular factors that would aggravate or mitigate the number of hires that need to be sourced in a given area.
Ideally, this process would be explored quarterly to adjust for changes in your strategic plan, acquisitions, product changes or any other issues that might arise and impact your goal setting process. The key point to remember is that the goals need to map to the business needs! If there are any improvements to the template or questions, please feel free to post in the comments!