Effective workforce management – recruitment

Staff turnover is an inevitability in any business. As is, hopefully, business growth. When a business expands, new recruits are needed to fulfil an expanding list of tasks. Pinpointing the skills and experience required, however, can be a challenge. It can make recruitment difficult for any organisation. So, how can you best tackle recruitment, conducting it seamlessly for the smooth running of your services?

Understanding is the vital ingredient. It’s one thing knowing that you need to bring people in, but it’s a different challenge being able to swiftly pinpoint the skills and experience required to best serve your business needs. Having a bird’s eye view of your entire workforce can help.

Knowledge driving recruitment

If you have a central system that holds all the information on your workforce, it makes the task of understanding the skills, experience and competencies available to you straightforward. You can easily run reports and gain vital insight. In industries such as construction, transport and healthcare, core competencies are vital in delivering frontline services. For example, if you have a low or dwindling number of staff appropriately qualified to administer injections, it gives you an opportunity to react before service delivery is impacted.

Now, this can of course be done internally via training programmes as we touched upon in our previous blog. The same holistic view of training and competencies across your organisation is vital in making informed recruitment decisions, too.

Where staff cannot be upskilled internally, it makes recruitment inevitable. Using a central system can make the task easier for management teams responsible for recruitment, by being able to identify specific skills and experience that are needed across the organisation. Recruitment isn’t just a numbers game and shouldn’t be left to chance.

How long will the recruitment process take?

Another crucial aspect is understanding how long the recruitment process will take. Managers will need to take time out from their usual tasks to conduct interviews; what’s the knock-on effect of this? There’s also a cost implication in terms of not having enough staff available and in terms of the shifting of resources to the recruitment process.

Diverting resources is obviously a big undertaking, so understanding the consequences upon your resources, time and budgets is fundamental. Having a central view of your workforce will again help in this regard, helping to map out your resources and their allocation.

Post recruitment

Once the recruitment phase is completed and you have new staff signed up, what happens next? The first aspect is once again linked to your competency management efforts. If someone says they have certain qualifications, particularly in safety critical environments it is a good idea to check. Evidencing certificates and obtaining references can be completed by the new staff member, with the copies then stored against their record in your system. This means that you will have oversight of their skills, qualifications and experience for the duration of their time with you. This will help your scheduling teams in being able to appropriately assign tasks to them.

Once you’re satisfied that they are appropriately qualified, they will then need to be enrolled into your organisation and the teams with which they will be working. This process may include mandatory health and safety training for new starters. Assigning this and making sure it’s completed can be done centrally, with any result again being stored against their record. This can trigger alerts for when any refresher training might be required in future, too.

Most jobs have a probationary period, something that extends beyond safety critical work and helps to ensure that people are up to the job for which you have employed them for. Similarly, it enables employees the opportunity to leave with shorter notice if they decide the job isn’t for them.

Keeping track of this probationary period is crucial. Assessments and feedback of their work will help to make informed decisions on whether or not they have passed. Storing all of this information centrally helps to give your organisation a complete view of its workforce.

Once a new recruit is up and running, they will hopefully be in a position to fulfil their tasks in the way needed. Seeing them become a regular part of your workforce asap is beneficial to service delivery. This requires careful planning and oversight of your organisation.

What specific skills and experience does your organisation need? Who will be required to recruit? How much time will be needed? What processes are in place to get new starters up and running? All of these questions can be answered when you have a bird’s eye view of your entire workforce. By linking training and competency management, you can make more informed and accurate decisions.

CACI has recently published a whitepaper, Effective workforce management to improve outcomes across your business, which explores this topic in more detail. You can download your free copy here.