Data-driven Workforce Planning Saves Resources

workforce planningWhen you have an open position, it can be tempting to rush through the hiring process. The other team members may be overloaded with work and pushing you to find a replacement. You’re keeping an eye on the orientation calendar or you need to get a new hire in place before a big upcoming project. However, careful workforce planning demands that you proceed cautiously to avoid costly turnover or being stuck with a bad hire.


Here are a few considerations to ensure that you are strategically driving your workforce planning for a new hire:


Determine whether the hire is necessary. It may be a good time to discuss outsourcing. When you hire someone outside your organization, you can try out their services without the risk of turnover costs or the cost of benefits and taxes, including health insurance and paid vacations.


This is also an opportunity to examine your current team with a behavioral assessment. It is a useful tool for determining if your current employees are paired with their ideal position, or if you may already have the perfect candidate for your position already on staff.


Develop a complete job description. Before you post an ad, you should be clear about what the position requires and what type of candidate fits with your company culture. Get detailed, and get specific. Take time to observe the most effective employees on your team, and particularly those that work in the same or a similar position as the one you want to hire.


This is another time where data-driven information provides important clues for choosing the right candidate. You can determine, through behavioral assessment, the strengths that your most qualified employees possess. This helps you develop a workforce planning strategy that identifies ideal candidates without relying on your gut or a resume alone.


Seek out referrals. If your company is not in the practice of using referrals from other departments, you should develop this as part of your workforce planning strategy. Promoting from other departments ensures that your best employees are happy at your company and feel both challenged and rewarded.


Call the applicant. Many companies use this as a standard part of their hiring process, to get a sense of the employee before dedicating time and other resources to an interview and behavioral assessment. A phone call can quickly eliminate a candidate for a front-line position if they don’t match what you are looking for.


Eliminate your tendency to participate in bias hiring. By using a data-driven process to hire candidates, you avoid a bad hire based on gut instinct. It’s easy, in an interview process, to be drawn to someone that is charismatic or attractive. However, when companies use objective measurement tools, like a behavioral assessment, you avoid these types of mistakes.


When you are in a hiring pattern, or in a time of reorganization in your company, consider giving PI Consulting Group a call for an initial consultation. With our PI System, you can develop a workforce planning strategy that eliminates many of the common pitfalls of the hiring process.