How to Create a Proactive Plan for a Hiring Surge

Maura Mann, Vice President
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Preparing for a hiring surge is essential for any company, especially to achieve future objectives. While HR leaders know they need to be strategic many still struggle with it. Future staffing needs play a significant role in a company’s success, and you need to plan strong recruiting strategies before you go into a hiring surge. Implementing a talent acquisition program lets you prepare for hiring needs down the road and not scramble to fill positions as they open.

Here is some advice on proactively planning your hiring needs.

Talk with Hiring Managers

A great way to prepare for hiring needs is to regularly meet with the hiring manager to discuss potential future staffing needs. As you meet with them, go over your company goals for the next 12-24 months and see how they impact future hiring needs. You can also update organizational charts with positions you predict will need to be filled and figure out which ones are top priorities. After you establish which jobs will be open, you can then clarify which skill sets are needed and if they can be developed internally or must be found externally.

Set Hiring Goals

Another way to prepare for future hiring needs is to create realistic staffing goals using company hiring data. If you know your company takes three months to hire for management or technical roles and 30-45 days for other roles, map out how the stage your company is in can impact these numbers. As you scale, you move from generalist positions to more specialist roles, and you may also add departments. Both these things can alter your recruiting efforts, and it might take longer to find the right candidate, so preparing is essential.

Begin Sourcing and Pipelining

Sourcing and pipelining is a great way to start finding and nurturing the talent you need for future roles. As you begin this process, you can also ask your current staff whether they are open to pursuing new opportunities in the organization. Your current employees already understand the company, culture, and have personal connections with management. Hiring internally is a great way to spend less time and money on training while also increasing employee engagement, productivity, and retention.

Another way to find qualified candidates is to ask your current employees for referrals. Most likely, they are surrounding themselves with like-minded individuals who could also blend with company culture. Begin engaging with internal and external candidates about opportunities, professional development, and career advancement your company provides. Mention potential job opportunities as well to see if they’d potentially be interested. You can then start building a pipeline with these candidates for future openings.

Partner with a Staffing Firm

If you’re finding it challenging to create a strong pipeline of qualified candidates, a great option is to talk with a staffing firm that specializes in your field. These recruiters have already established relationships with highly skilled professionals who can assimilate into roles and begin producing quickly. Recruiters vet out candidates and test their skills, which results in saving time and money.

All you have to do is review the resumes, interview the candidates, negotiate a job offer through the staffing firm, and finalize the proposal with the candidate. Once again, you’ll be saving a significant amount of time, energy, and money working with a staffing firm.

Create a Hiring Plan

Create a proactive hiring plan with The Nagler Group. We provide HR, legal, and administrative candidates with the right mix of skills and experience needed to reach your business goals. Get started with us today.