Mid-year is an excellent time to reassess your workforce planning and hiring strategies. Making key hiring adjustments now ensures you have the right talent in place for a strong second half of 2025.
Understanding the steps involved in reevaluating your workforce planning and hiring strategies helps you attain business goals. Partnering with a staffing agency can provide guidance and support.
Evaluate Your Company’s Hiring Needs
Assess your workforce and identify the roles that need to be filled:
- Conduct a workforce analysis: Uncover gaps in skills and experience.
- Consult with department heads and leadership: Discuss upcoming projects, employee expansion needs, and the roles required to support these initiatives.
- Consider growth projections: Collaborate with finance and business development teams to assess business growth forecasts.
Define Human Resources Roles
Clarify Human Resources’ roles and responsibilities for executing the hiring plan, such as the following:
- Human Resources Business Partner: This professional collaborates with department heads to understand their talent needs, provide strategic advice, and align hiring objectives with business objectives.
- Human Resources Recruitment Specialist: This team member is responsible for sourcing candidates, conducting interviews, and managing the hiring process.
- Human Resources Day-to-Day Execution Lead: This Human Resources Generalist oversees hiring, onboarding, and employee relations.
Create Job Descriptions
Consider the following when developing clear, concise job descriptions to attract qualified candidates:
- Core responsibilities: Outline the primary job duties and responsibilities.
- Requirements: Include the necessary education, skills, experience, and other qualifications.
- Desired skills and experience: List the beneficial qualifications for enhanced performance.
- Cultural fit: Highlight the company’s mission, vision, and values to attract candidates whose personal values align with them.
Determine Hiring Strategies
Multi-faceted hiring strategies attract top talent:
- Employee referrals: Incentivize team members to refer qualified connections for job openings.
- Social media: Build your employer brand and connect with candidates on platforms such as LinkedIn and Facebook.
- Job boards: Post on local and niche job boards to reach your targeted audience.
- Campus recruitment: Target interns and recent graduates from local trade schools, community colleges, and universities.
- Staffing agencies: Work with a staffing partner to source on-demand and specialized talent for accelerated hiring.
Establish a Hiring Timeline
Define your hiring timeline and milestones to track progress and efficiently fill roles:
- Job postings: Define the target audience and optimize the posting duration.
- Resumes: Create a timeline for reviewing resumes and shortlisting candidates.
- Interviews: Coordinate interviews with hiring managers and candidates.
- Job offers: Set deadlines for extending job offers.
- Onboarding: Include adequate time for new hire paperwork, orientation, and training.
Allocate the Budget
Consider the following costs when allocating the budget to execute your hiring plan:
- Job posting costs: Fees relevant to hiring platforms
- Background checks: Expenses for verifying shortlisted candidates’ resumes and interview information
- Staffing agency fees: Fees for sourcing talent
- Onboarding expenses: Costs such as training materials and equipment
Implement Onboarding
Key components of a robust onboarding process that help new hires feel welcome and begin producing include:
- Preboarding: Send a welcome email with information about the company and role.
- Orientation: Introduce new hires to the company’s culture and policies.
- Mentorship: Assign a mentor to provide each new hire with guidance and support.
- Training: Develop role-related knowledge and skills to strengthen performance.
- Check-ins: Regularly check in to evaluate each new hire’s progress, answer questions, and address concerns.
Get Help with Hiring
Partner with SURESTAFF to develop strategic hiring plans for a strong second half of 2025.