If you’re in talent management and frustrated by your limited ability to create accurate future forecasts – know that you’re not alone.
Recruiters do need to undertake some demand forecasting of talent required and have an understanding of the market to be effective in assisting Hiring Managers.
However, the world of today is one characterised by volatility, chaos and unpredictability, making it harder than ever to anticipate changes coming our way.
It’s clear that our traditional liner models of forecasting can no longer be relied upon to be our guide to ensuring our organisations can innovate with the times.
As our ability and accuracy to predict the future weakens, our need to be able to adapt to the unknown becomes critical.
Likewise as we increase the importance of adaptability and innovation, our ability to find, attract and nurture the best most innovative talent becomes one of the most crucial elements in future proofing our organisations.
This week on atchub, Trevor Vas talks with recruiting expert Dr John Sullivan who discusses what we can learn from great brands like Google, and why workforce planning isn’t the answer.
I also share my thoughts on why the traditional models of workforce planning no longer work, and gives you the four key requirements you should be focusing on to effective meet your future needs.
—- Workforce Planning —-
ATC Events is calling on HR professionals in Australia and New Zealand to participate in our 2015 study on Cost-Per-Hire. This study will look at how Acquisition Functions in our region measure and report on their Cost-Per-Hire data, in relation to permanent hires. Information collected in the survey will be compiled into a report which we will share in June.
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