This article is part of the Hiring Process Guide. Read our related articles on improving the hiring process and how to create a hiring process timeline.
If you are reading this article, your company is growing and looking for new resources to fuel that growth.
First of all, congrats! Nothing screams success more than having an endless list of job openings.
Second, let’s learn more about how to identify your hiring needs better and make sure you empower that growth with the right fuel.
The Importance of Assessing Your Hiring Needs
Understanding the importance of needs assessments gives you the solid ground to start building your strategy,
Correctly assessing your hiring needs leads ultimately to a more efficient process. It helps recruiters find the most suitable candidates, increases the positive outcomes and offers business continuity.
Preparing your business for the hiring process
There are a few things that you should consider when preparing your business for the hiring process. We will take them one by one.
Streamline the paperwork
Make sure you have all your paperwork ready.
It would help if you considered having the following documents:
- Job description
- Culture handbook
- Onboarding presentation
- GDPR agreements
PRO TIP: You can work on creating templates that you can reuse each time a new hiring need arises.
Analyze your competitor’s offer
Luckily, we all have competitors. Even if it might not sound like it, they are all a great source of learning. Don’t be afraid to put your detective glasses on and research what they have to offer.
You can look at:
- Skills set
- The recruitment flow
- Way of presenting the company
- What information is on their career page
- Reputation in the market
- Benefits that they offer
Outsource if you need it
You can consider outsourcing the hiring process if your hands are full of other tasks and processes. Many companies specialize in this and usually have large databases of potential candidates.
Steps in identifying your hiring needs
Whether you keep the hiring process in-house or outsource it, you are still responsible for hiring needs assessment.
Here are 4 steps you can use in forecasting those hiring needs:
Get feedback from your current employees
Your employees are your best brand ambassadors. You can ask them to check and go through the hiring process as if they were a new candidate. Make this an internal experiment and ask them to give you feedback about what they think you should improve.
Identify current skills sets and gaps
The first step is to start with the resources you already have. Check if the job that you were considering opening can be filled internally. Once you look at your database, check if you can identify any gaps in skills and seniority. Make a list of all those gaps and create hiring goals based on them.
Evaluate your budget
Once you know the feedback and identify the gaps is important to analyze the company’s budget. What are the salaries that you can offer? How can you be competitive enough on the market? How much money do you need to promote the job openings?
Evaluate your offer
Lastly, evaluate your offer. This is crucial, and we can’t emphasize its importance enough. Your offer will make a difference in the quality of your employees.
Disclaimer! When thinking about the offer, don’t just think about the salary. Take into account the:
- Career path
- Work environment, etc.
Turn your gaps into hiring goals
We previously mentioned that you can identify the gaps by going back to the current database. Once you identify those goals is useful to turn them into hiring goals.
Let us share an example.
Let’s say your company opened a new office in a different country one year ago. Things are going great; the office is growing, but by looking at data, you realize that there is only one person in charge of payroll for 100 employees.
This is how you can turn this gap into a goal:
Considering the situation, your goal should be to minimize the amount of work the payroll employee has to deal with. This can also translate into the need to hire 1,2, or 3 more colleagues for that department and office.
Hiring Needs Examples
Other hiring needs examples might sound like:
- We need to bring a new Software Developer for the Xaomi project onboard by the 1st of January
- We need to reduce the workload for the People and Culture department
- We need to hire a new Receptionist for our office in Budapest by the end of the year. It should be someone with at least 3 years of experience.
Hiring the right people and identifying the right recruitment needs is crucial for the overall wellbeing of the company.
Check out our latest blog posts related to the hiring process to learn more about how to make it more efficient.
Hiring Needs FAQ
What is a needs assessment in HR?
Needs assessment in HR Is the process of identifying the gaps that still need to be filled to increase the overall company performance.
How do you evaluate hiring needs?
To evaluate your hiring needs, you have to:
- Get feedback from your employees
- Identify current gaps
- Review your budget
- Review your offer
What is most important when hiring?
The most important thing when hiring is having clarity of the profile of the person you want to hire.