We’ve broken the big Workforce Planning problem down into 4 main pillars. We’ve broken the big Workforce Planning problem down into 4 main pillars. They can be deployed as individual modules or altogether, depending on where your pain points are.
Recruitment Demand Planning
Our bottom-up method helps organisations get accurate data on every role they’ll recruit for the next 12 months. With this data, our customers have improved direct sourcing, reduced costly agency reliance, improved EDI activity, and driven up hiring manager satisfaction.
Flight Risk Profiling
We provide our customers with accurate data on their flight risks: who they are, when they may leave the business, and why they’re at risk. Our customers are making a substantial impact on attrition, retaining critical talent, and ensuring business continuity and productivity. The results are clear to see, saving huge time and money on unnecessary re-recruiting and onboarding.
Succession Planning
The vast majority of our customers are already doing some great work in the succession space. However, the one thing they needed was a scalable, automated method of capturing succession plans and risks. Our process allows for our customers to spend more time adding value by mitigating risks proactively, rather than spending time on administrative tasks and firefighting when it’s potentially too late.
Learning & Development Skills Gap Analysis
We work with our customers to provide a lens across their entire organisation on the current skills gaps they have, and how to deploy the best training to help them move towards the skills they’ll need in the future.
To speak to us about how we can help you, just click the button to arrange an initial consultation
