In today’s hectic and fast-paced recruitment environment, it’s understandable for HR professionals and Hiring Managers to be responding to current needs, trends, and demands. However, there are some simple methods to be more proactive and shorten time-to-hire in key areas. Here are our top tips for contingency planning of your staffing levels. 

What is Recruitment Contingency Planning? 

Contingency planning for recruitment means being aware of not only current staffing needs, but anticipating future changes and planning accordingly. Some of the factors that HR and hiring managers should be aware of include: 

  • Approaching retirement. As an employee nears retirement or pension age, plans should be in place to fill the vacant position. These roles can be especially difficult to fill, as retiring team members are often the most experienced and specialized. 
  • Potential promotion. Over time, seasoned employees will naturally expect some degree of job promotion and advancement. On the other end, especially talented and ambitious team members may rise quickly through the ranks, leaving vacant positions behind them. 
  • Leaves and sabbaticals. Some team members may take extended leaves away from the workplace. Whether it’s parental leave, a sabbatical, or a long-term illness, these vacancies may arrive with short notice and pose staffing challenges.
  • High-turnover positions and competitive roles. Over time, HR staff may become aware of positions within the company that are especially hard to recruit or retain staff for. Candidates with specialized skills may receive offers from competitors, find the work or hours more difficult than anticipated, or turn over quickly for other reasons. 

For all these reasons and more, recruitment teams need to not just plan for the vacancies they currently have, but make a contingency plan for the future. 

Your 4 Tips for Contingency Planning for Recruitment

While busy staffing teams may be facing enough challenges with the roles they need to fill now, making a contingency plan for recruitment is not as difficult as it may sound. Here are some tips to get ahead of the curve. 

  1. Track key data points. Begin to monitor key signs that indicate staff turnover, including poor performance, lack of recent promotions or pay increases, low utilization of training or development opportunities, or decreases in employee engagement. If possible, refer to historic data from prior employee turnover experiences to find key indicators. 
  2. Establish and maintain internal communications. It is crucial that recruitment staff keep internal lines of communication open. Especially within large organizations, it is probable that managers, supervisors, and team members may see signs of departure before HR staff is aware of it. 
  3. Seek internal referrals. Often the employee themselves is aware of peers or professionals who might be a good fit to replace them. In the case of retiring or extended leave staff members, ask them for their ideas and insights. 
  4. Build an external network. For skills that are constantly in demand within an organization, like specific software skills or professional experience, recruitment staff should spend time developing an external network. Keep in contact with educational institutions, professional organizations, or knowledge networks, establishing an awareness that your company is interested in connecting with talent on an ongoing basis. 

For more information about how to get ahead and stay ahead of your recruitment needs, or to meet other tough staffing challenges, contact Grapefrute today. Our years of experience making perfect matches in competitive, innovative industries allows us to help guide contingency and retention strategies.