|
The time you invest in up-front planning pays a huge dividend in reductions in time it takes to fill a vacant position and how well your new employee meets your mission needs. talk to your HR Professional about what you have to accomplish and the skills you need in your new employee. Together you'll look at who's out there and how best to recruit them.
Review Your Strategic Workforce Plan
Workforce Planning is a systematic process that addresses two critical needs:
- Aligning an organization's human capital program with its current and emerging mission and programmatic goals
- Developing short-term and long-term strategies for acquiring, developing, and retaining an organization's workforce to achieve programmatic goals
The outcome of Workforce Planning is that you have the right people with the right competencies in the right place at the right time.
More about reviewing your Strategic Workforce Plan.
Identify Your Talent Requirements
This encompasses comparing your current workforce to your expected workforce needs. Because an organization is dynamic, workforce changes occur constantly. You should:
- Evaluate anticipated changes in age, skills, and diversity
- Identify recruitment options and applicant sources that can best meet your needs
- Consider shifts in needs to a higher skilled "knowledge workforce"
- Undersrtand difficulty in competing with private sector job opportunities
- Be aware of changes in mission requirements
More about identifying your talent requirements.
Consider the Labor Market
In partnership with your HR Professional, being familiar with the current DoD and Federal labor pool as well as external sources helps you know who's out there and how best to recruit them. Planning your candidate evaluation strategy at this point in the hiring process helps set the stage for attracting quality candidates and ensuring a smooth interview process.
More about considering the labor market.
| 
