Build a Recruiting Function That Scales With Your Hiring Demand | Gartner

Talent Acquisition

An organization’s hiring needs can change quickly due to economic uncertainties and shifting business conditions. To adapt to these changes, recruiting functions need to be able to adjust and scale up or down accordingly. This Gartner article provides three strategies for enabling this adaptability: 1) develop a flexible forecasting process, 2) make resourcing decisions with flexibility in mind, and 3) protect investments in talent attraction. Regarding hiring forecasts, instead of relying solely on top-down projections (e.g., business leaders work with finance, and projections are sent to recruiters), talent acquisition teams are encouraged to take a bottom-up approach, where they periodically gather input from stakeholders closer to the work (e.g., hiring managers, HR business partners). One way the Commonwealth Bank of Australia accomplishes this ongoing bottom-up approach is by using “demand-shift triggers,” such as a high variance between projected and actual job requisitions. This trigger prompts talent acquisition to meet with the business stakeholders to discuss unexpected hiring surges and determine options for managing these shifts (e.g., service trade-offs – such as increased volume but slower time to fill, or deprioritizing noncritical requisitions to meet the demand of high-priority ones). Moreover, during economic downturns, if a business unit experiences lower-than-average attrition, recruiting leaders might anticipate a surge in attrition (and hence hiring demand) once economic conditions improve. For more Gartner HR resources, visit their website.