Your hiring needs for this month are covered. You’re steadily on track to replace every departing employee and you’re bringing in new recruits in perfect pace with your expanding business. You have not a single pair of hands beyond what you need, and as soon as Sally retires and Steve says goodbye to care for his growing family, you’ll have new employees already lined up to take over their desks.
So this day, week, and month are locked down and accounted for. But what about next year? What will you do when Steve’s replacement starts gunning for a promotion to the next level? If you can’t accommodate her, what will you do when she leaves in search of a company that can? What will you do if your new product line starts selling beyond expectations and you need to hire more staff to keep up with a flood of orders? And will happen when your new orders suddenly dry up and you need to contract your workforce back to affordable levels?
The answer, as always, lies in planning ahead. Instead of taking a lean, just-in-time approach to the staffing process, try to use all the data at your disposal to determine what your staffing needs will look like in one, three, and five years.
Build a Pipeline
You may not have a crystal ball that can tell you when your employees might leave the company, but you can certainly make educated guessed about promotion readiness. When your top executives leave or retire, have someone in mind who you can groom and prepare for the role. Have others in mind to replace those, and so on down to the entry level. The harder you work to cultivate and retain the links in this chain, the more closely reality will adhere to your expectations.
Hire Contingency Teams
Consider hiring contingency, temporary, independent, and part time staff for roles with an uncertain future. If you don’t know how long an expansion will last, or how a new product will be received by the marketplace, limit your risks and control your workforce growth. That way you won’t have to make promises or take on full time employees that you can’t keep. Contingency staffing can also help you ensure a personality and cultural match before you make a long term commitment.
For more information about staff development, hiring, pipeline building, and long term planning, contact the experts at Merritt.