As 2021 wraps up, We are all looking forward to a new start in the year 2022. Many organizations will start creating a strategic staffing plan or checklist. January is the time to ramp up your staffing steps.

Everything about staffing is changing rapidly. Following is a checklist to help keep your staffing and selection steps up-to-date. A staffing checklist is a strategic guide for a company. To identify and address the personnel needs of a company. Before your Human Resources (HR) department can create a staffing checklist for your company, they must consider the strengths, opportunities, weaknesses, and concerns facing each department with the organization.

• Step 1) Begin with Your Objectives:

First, your organization can set clear goals for the upcoming year. What is the objective of an organization for growth? Some of the companies focused on growing their profit margin. Some companies focused on updating their technology infrastructure, increasing customer satisfaction, etc. Regardless of these objectives for next year, the Human Resources (HR) department can create a staffing checklist for your company.

• Step 2) Identify Staffing Needs:

In this critical step, you’ll carefully examine the talent you already have in-house and what are you looking for? Know the skills, experience, and resources needed to achieve your company goals.
For example, what roles do you need? How long does it generally take to recruit them? What’s the time frame for induction to full productivity?

• Step 3) Review the Market

The third factor of creating a staffing strategy is to set the labor market for your staffing needs. There are specific external and internal factors to consider when determining the market view.
For example, external factors like, organizations must consider if there is a lack of qualified candidates for the positions they need to fill. They also need to know what other companies are paying their employees for similar positions. Internally, organizations must consider why their company has openings (layoffs, promotions, retirement) and if employees are going for better positions.

• Step 4) Determine the Staffing Budget:

But assessing companywide goals, skills gaps, and the market, another key area to address is considering the staffing budget. This strategy starts with having a firm grasp of your labor expenses for the year. Labor costs mean not just the employees’ base salary, they include overtime costs, bonuses, benefits, and other additional costs. It is important to know your company budget for staffing.

Step 5) Put the Plan in Motion:

The last step is to roll all this information into an exact, actionable talent plan. Your staffing plan should recap all the assessments and analyses performed previous four steps, outlining the decision-making process. Start with the positions that need to be filled instantly. Then start to coordinate when you need to fill less urgent openings. When you put this plan in motion, consider how long it will for advertise, interview, and hire candidates for each position.

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