What is your workforce plan for 2018?

January 8, 2018

Most employers now know what their budgets look like for the coming year and are getting a better perspective of the expectations of their team.


This means it’s the perfect time to start paying attention to the monthly ONS jobs report during your workforce planning.

And for good reason: Any signs that might indicate changes in business or economic conditions can help them decide how their workforce should be structured, whether it needs to expand, contract or even change at all.

Assessing your company’s workforce plan for the coming year begins by answering one question: do you have an adequate number of employees currently in place to achieve your objectives, at least over the near term?

This is much more than a simple yes-or-no question. Here are two scenarios you might possibly be facing:


Scenario #1: You are fully staffed

Even if you feel you already have enough employees to meet your business goals for the coming year, and your workforce plan is complete, you still have a few more things to consider. And not accounting for them could spell disaster.

More than anything, you need to ask yourself these follow-up questions to ensure your employee resources plan will help move your business forward in the months ahead:


  • How quickly can you adjust to unforeseen hiring challenges? Even though you may have enough people on hand to support the plans you’re making for next year, what would happen if business conditions or priorities change in 2018? What if a critical team member — or worse, multiple key players — decided to leave the organisation? There are many factors behind why employees leave, and in today’s employment market, that’s well within the realm of possibility.
  • Do you have the right skills in the right places? Just because you have the right number of people doesn’t mean you have them focused on the right projects. What are your business goals for 2018, and what portion of your team is working to achieve each one? Roughly speaking, the more important the goal, the more people you should have dedicated to meeting it. Prepare yourself now for the possibility that you may need to reallocate members of your team — or bring in new workers if your staff lack key skills to support changed business priorities. By performing this assessment, you may also be able to find ways to move you along their desired career paths.


Given these realities, setting aside a portion of the 2018 budget is worth considering for unplanned hiring needs. Establishing a relationship with a reputable specialist recruitment consultant in your area who can help you locate skilled interim professionals should you require project-based consulting or support.


Scenario #2: You plan to hire in the year ahead

If, on the other hand, you don’t have enough people or the right skill sets in-house to achieve your business objectives in the New Year, you’ve got a little more work to do in formulating a workforce plan. In particular, you need to consider several key questions, including:


  • How quickly do you need to hire? Skilled candidates are in high demand, and it can take several weeks to find the right hire. If you’re in a geographic location where competition for talent is fierce, it might take even longer. So, you might need to start your candidate search right away, especially if you need to have these additional team members in place by early 2018.
  • How quickly can you hire? A key step in setting your workforce plan is making sure all stakeholders understand the hiring priorities and have agreed on key details, such as the number of people you plan to hire, salary expectations, start dates and the like. Start preparing now. Getting these particulars ironed out early on will make the hiring process go more smoothly and increase your chances of success.
  • What factors could make it difficult for you to hire? Be aware of anything that could make hiring even more challenging — or near impossible. Start with the employment market in your area. How deep is the pool of candidates you seek? What is the demand for these professionals? How much employee training will they need? Also, think about your job offers. Your company must be prepared to offer remuneration that is at least on par with what competitors and peers are providing to top candidates.
  • Should you adjust your priorities? Consider postponing any initiatives that aren’t imperative, at least until you’re confident that your business is truly prepared, from a recruitment perspective, to take them on.


It takes a great deal of thought and effort to pull together a workforce plan, even if you think you don’t need one. It’s worth the work. Really understanding where your business is at today in terms of its employee strength provides a foundation for determining where it needs to be in the near future — and allows for you to withstand the unexpected.

About the author

Phil Sheridan is Senior Managing Director at Robert Half UK. Robert Half is a specialised recruitment consultancy and member of the S&P 500. Founded in 1948, the company has over 325 offices worldwide providing temporary, interim and permanent recruitment solutions for accounting and finance, financial services, technology, creative and administrative professionals. roberthalf.co.uk and twitter.com/roberthalfuk.

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