Recruitment Resource Planning Is A Critical Business Function

Lechley Associates

Recruitment Resource Planning Is A Critical Business Function

Despite being two of the most important pillars and processes of business, workforce planning and recruitment resource planning don’t often get the attention and care they deserve. Many business leaders understand the importance of planning, but they don’t take the time to focus on it in the strategic way they need if they hope to grow.


When you look at it, human capital is quite literally capital. The people you hire for your organisation impact every facet of your business. Achieving your growth and business goals becomes immensely challenging without the right people in the right roles. Below, we’ll touch on why companies need to emphasise their recruitment planning and headcount strategies if they hope to succeed in the years ahead.



Recruiting Isn’t Just A Line Item.


Often CEOs and CFOs look at recruiting as a cost centre item that needs to be handled and managed within the HR department, rather than embracing it as the core business process. Without recruiting vital employees, an organisation can’t hope to succeed or expand its business operations.


In the past, corporate leaders might have gotten away with this attitude. Still, in the midst of the “Great Resignation” and the candidate-driven market we’re currently experiencing, it is crucial that you align your business goals and people strategy. In September 2021, the quit rates, or the rate at which workers leave their positions, skyrocketed, hitting a record number of resignations. October was not much better, seeing more employees leave their jobs and join in on the rising resignation trend.



How Headcount Planning Can Help


Having a headcount strategy in place can help organisations offset the negative impacts of such high quit rates. The trouble is that creating a headcount plan for this year has become increasingly complex with the added factors of significant employee attrition and challenging workforce availability.


One problem companies face when trying to implement a headcount plan is getting executive buy-in. Talent leaders need to convince their executive suite that recruiting is not just a one-off process but is instead a core business function.


Think about this: when a company builds a sales team, it is common to work backwards, starting with your revenue goals. The team works to establish the company’s revenue generation and then has to hire additional sales representatives based on those numbers. Much of the same strategy can be seen in the construction sector. Planners need to establish their production goals and then work backwards to determine the resources required to reach those goals.



Recruiting should be viewed in much the same way.


First, you should set the headcount goals for the upcoming year, and then you and your team can realistically calculate and determine the productivity per recruiting resource. Only once you’ve chosen this value can you discern the recruiting resources needed to reach your business goals.


What’s difficult is that CEOs often are more hesitant to add positions or scale their recruiting functions, leaving their departments under-resourced and overworked. But, there is never much hesitancy to increase capacity and add posts for the sales team. Recruiters and hiring managers need to convey the importance of a supported and staffed recruitment department so that they can focus on finding and retaining the best talent.



How To Create A Headcount Plan


Creating a headcount plan and recruitment resource plan is a fairly straightforward process:


  • Leaders need to determine the new roles they need to achieve this year’s business goals
  • These numbers need to be adjusted for turnover and internal churn
  • The revised numbers then generate the total number of positions that your recruiting team needs to fill


Typical challenges are that planners will often underestimate the attrition rate and overlook the impact of internal churn on their planning. This and the open roles that are filled internally can create additional positions that your recruiters need to be backfilled. All-in-all, a realistic recruitment demand plan needs to reflect the following:


When your team has an accurate visual for the total demand for recruiting and the recruiting productivity metrics you’re analysing (such as how many roles a recruiter can manage per month), you can calculate the number of resources you need. The result is something similar to the salesforce analogy.


It’s no secret that securing quality recruiting resources is a challenge in today’s environment. Strong, skilled recruiters are in high demand, and the best ones are hard to find. This means that talent leaders need to demand a seat at the workforce planning table to more accurately convey the importance of seeing recruiting as a business function that drives outcomes versus just a cost centre. Hiring managers are no longer just “filling a job.” Today’s professional hiring roles demand natural talent and a specific and robust set of skills. These positions call for expert human capital that can be difficult to locate and retain.


In times of tough competition, enlisting the help of an external recruitment and sourcing team can lessen the burden your internal team faces. Lechley Associates is here to support your hiring goals and help you find the talent your company needs. To learn more about how our expert sourcers can help or start determining your headcount plan, reach out to us today.


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The Bricks and Mortar of Discontent: Unravelling the UK's Housing Crisis "The UK’s listed housebuilders are on track to build the fewest new homes for sale in a decade, as planning rules and high mortgage rates hold the market back despite the new Labour government’s push to increase housing supply." (Construction sector, UK’s Listed Builders on Track to Build Fewest New Houses in a Decade) The UK faces a persistent and complex housing crisis. While successive governments have pledged to increase housing supply, the reality consistently falls short of ambition. The opening statement, "The UK’s listed housebuilders are on track to build the fewest new homes for sale in a decade, as planning rules and high mortgage rates hold the market back despite the new Labour government’s push to increase housing supply," encapsulates the multifaceted nature of this challenge. It highlights the critical interplay of planning regulations, economic factors, and governmental policy, all contributing to a slowdown in housebuilding. This essay will delve into these interconnected issues, exploring the complexities of the UK’s housing market and the obstacles hindering the construction of much-needed homes. One of the most significant constraints on housebuilding is the intricate and often cumbersome planning system. Obtaining planning permission can be lengthy and arduous, fraught with bureaucratic hurdles and local opposition. Developers often face significant delays, adding to costs and discouraging investment. This bottleneck in the planning system acts as a substantial impediment to increasing housing supply, regardless of government initiatives. Under pressure from residents concerned about overdevelopment and the impact on local infrastructure, local authorities often resist new housing projects. This "NIMBYism" (Not In My Back Yard) creates a significant obstacle, even when central government pushes for increased building targets. The result is a system where local concerns and bureaucratic red tape often thwart good intentions. Coupled with planning constraints, economic factors play a crucial role in shaping the housing market. High mortgage rates, as highlighted in the opening statement, significantly impact affordability and dampen demand. When borrowing becomes more expensive, potential homebuyers are less able to secure mortgages, reducing the number of people actively looking to purchase property. This, in turn, discourages developers from building new homes as the demand for their products decreases. Furthermore, economic uncertainty, such as that caused by inflation or recessionary fears, can further exacerbate the problem. Developers become more cautious and hesitant to invest in new projects with an uncertain economic outlook. This creates a vicious cycle, where high mortgage rates and economic instability lead to reduced demand and decreased housebuilding, ultimately contributing to the housing shortage. The role of government policy is also pivotal, albeit often paradoxical. While the current Labour government has strongly committed to increasing housing supply, as noted in the opening statement, translating this ambition into concrete results is proving challenging. As highlighted in the context of the Labour government’s housebuilding ambitions, the reliance on migrant workers to address the skills gap within the construction sector underscores the difficulty of achieving targets without a robust domestic workforce. This raises questions about the long-term sustainability of such an approach and the need for investment in training and skills development within the UK. The government's aim to ignite a "housebuilding boom" is laudable, but achieving it requires more than just political will. It necessitates a comprehensive strategy that addresses the underlying issues of planning constraints, economic factors, and skills shortages. The skills deficit within the construction industry presents another significant hurdle. The urgent need for 250,000 new workers to meet current project demands and an additional 159,000 to hit government targets, as highlighted in one document, illustrates the scale of the problem. The slow pace of training new workers under current models makes it difficult to bridge this gap. Without a sufficient workforce, construction projects will be delayed or even abandoned even if planning permission is granted and mortgage rates are favourable. This skills shortage acts as a bottleneck, restricting the industry's capacity to deliver the required number of homes. The government's initiatives to address this issue, such as the planned 5,000 new apprenticeships, are a step in the right direction. Still, more comprehensive reforms are needed to create a sustainable pipeline of skilled workers. The gap between policy ambitions and practical constraints is a recurring theme. The expectation that the housing sector will build significantly less than needed to meet Labour’s aim of 1.5 million homes over five years highlights this disconnect. It underscores the fact that simply setting ambitious targets is not enough. Achieving these targets requires a concerted effort to address the systemic challenges hindering housebuilding. This includes streamlining the planning process, creating a more stable economic environment, and investing in skills training to ensure a sufficient workforce. Without addressing these fundamental issues, government targets risk remaining just aspirations. Furthermore, the construction industry's challenges extend beyond housebuilding to infrastructure projects. As mentioned in one highlight, the anticipated increase in infrastructure delivery post-2024 faces similar constraints. The capacity to bring these projects to fruition is hampered by the economic and structural challenges affecting housebuilding. This interconnectedness between housing and infrastructure highlights the need for a holistic approach to addressing the construction sector's challenges. A piecemeal approach, focusing solely on housing or infrastructure in isolation, is unlikely to be effective.  In conclusion, the UK’s housing crisis is a complex issue with no easy solutions. The interplay of planning regulations, economic factors, skills shortages, and government policy creates a challenging environment for housebuilders. While the government's stated aim of increasing housing supply is commendable, achieving this goal requires more than just setting targets. It necessitates a fundamental planning system reform, a focus on creating a stable economic environment conducive to investment, and a commitment to developing a skilled workforce within the construction industry. Until these underlying issues are addressed, the UK will continue grappling with a housing crisis with far-reaching social and economic consequences. The bricks and mortar of new homes are not just physical structures; they represent opportunity, security, and the foundation for a thriving society. Unlocking the potential of the housing market requires a concerted and coordinated effort from all stakeholders, ensuring that the ambition to build a better future is not just a dream but a tangible reality.