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Advanced Analytics Key to Effective Workforce Planning in Digital Age

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Two-thirds of hiring managers believe that implementing workforce planning strategies will help cushion the blow of rapid technological change – yet businesses have been slow to adopt and invest in these techniques. That is according to the latest research from International talent management consultancy, Guidant Global.

In Guidant Global’s advanced guide to strategic workforce planning, the company highlights that advanced analytics, such as predictive business information and data-driven insights – as part of a wider strategic workforce plan – can be the key to accessing larger talent pools. Statistics collected from predictive analytics can be used to identify where the best hires come from, as well as highlight unnecessary job requirements or sourcing biases that may be limiting access to talent, consequently leading to an increase in both costs and time-to-hire.

Forward-thinking firms are turning to expert help from MSPs and RPOs to navigate the complexities of strategic workforce planning. While once these entities would mainly focus on short-term tactics, today their models are based on data gathering, analytics and joint strategic decision making with clients.

However, it’s vital to partner with companies that have the right tools in place, such as workforce analytics platforms and the technology to maximise data. With the correct expertise, workforce planning can be strategically optimised to ensure that no talent gaps exist within an organisation. In economies with full employment and technical skills gaps, like the UK and US, such an approach is vital.

Commenting on the importance of not compromising on strategic workforce planning, Brian Salkowski, Chief Operating Officer at Guidant Global, said:

“Data gathering and analytics are, without doubt, time consuming and complex to implement and execute well but it’s also a vital exercise for anyone responsible for designing an optimum future-proofed sourcing strategy. That’s why we’re now seeing clients and market leading MSPs and RPOs take a more strategic and proactive approach alongside their suppliers from digital workforce analytics platforms such at Brightfield’s TDX to VMS technology providers such as Beeline – pooling their expertise and data to make bigger leaps and deliver the best possible outcomes and efficiencies.”

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Over the past 3 years, Rachel has been working specifically within the digital marketing space and has worked with some of the country’s top brands. Drawing on her knowledge and experience, Rachel has developed a genuine understanding of how content can engage and compel an audience.

Rachel is responsible for every aspect of web management, marketing and overall production of the Recruitment Buzz brand and is often called upon for her skills and knowledge of WordPress, email marketing software and social media tools.

Rachel works closely with the Recruitment Buzz editorial team and certainly recognises a good story when she sees one!

 

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