building a resourcing strategy.

A resourcing strategy identifies future staffing needs and works out how to meet those needs: by external recruitment or developing existing employees; working with the whole organisation to understand its current and future needs, addressing resourcing not only in terms of filling vacancies but also the wider needs and expectations of candidates.

Top tips for building a successful resourcing strategy include:

whatever your organisation’s size, make sure someone is specifically in charge of your resourcing strategy

narrow down your employer brand and EVP (see "employee value proposition: employer brand taking shape") to determine what your company offers employees – why should people prefer your organisation to another?

work out what future roles your organisation will need and which current roles may disappear. Can you reskill people for these new roles? 

can you fill any gaps by adjusting existing roles, providing training or flexible working and creating career paths to build loyalty and enhance your employer brand?

develop an internal pool of candidates by using internal referral schemes and contacting employees who have previously applied for internal roles when a new vacancy occurs

for hard-to-fill roles consider establishing relationships with graduates, past employees and contacts through networking events to build a talent pool to contact when a vacancy arises. This is also useful when a vacancy arises through an internal promotion

monitor hiring practices and expenditure to gauge the most successful and cost-effective channels.

< return to previous page