The employment market seems to be improving!

If you’re starting to ramp up your hiring you’ll be jumping into workforce planning mode but there’s a few mistakes I commonly see that I wanted to talk about. SO here’s a few things to make sure you don’t neglect when building out your hiring plans. 

➡ Data and metrics

Use your past hiring data to give you a guide on what’s possible. If you want to make 50 hires, gather up all your sourcing stats, offer close rates, time to fill etc and work out how much work it’s going to take you get there. You might need to scale up TA teams, work on interview processes or reduce your expectations but at least you’ll be clear with stakeholders about what to expect.

➡ Don’t forget about employee development

You likely have some great people in the business working towards their professional growth. Think about where your current team is likely to end up in the time frame you’re working with and make sure you don’t cut a current employee off or leave a gap they once filled.

➡ Build in attrition data

Don’t forget to build in your likely attrition. There’s nothing worse for a TA team to be celebrating a job well done when the rest of the business is wondering why they still don’t have enough people, especially if it bites TA folks in review season.

➡ Prioritisation and phasing

It’s no use hiring another 3 Product Owners and 2 QA’s if you aren’t hiring engineers at the same pace, especially if you’re dealing with hiring plans in the 100’s. Be intentional about how you’re building teams, not just hitting hiring numbers.

If you’ve got any more tips or stories to share, drop them in the comments

Happy Hiring!!