Develop, implement and evaluate a resourcing strategy
Overview
This standard is about developing, implementing and evaluating a resourcing strategy. This strategy ensures that appropriately skilled jobseekers fulfil the requirements of your business needs and objectives. It includes identifying your organisational needs, reviewing existing strategies against them and arranging appropriate training for recruitment and selections. Following development and approval of the strategy, it is important to have an action plan for its implementation and for evaluation against agreed success criteria.
This standard is for HR professionals and recruitment specialists involved in development, implementation and evaluation of a resourcing strategy.
Performance criteria
You must be able to:
collate all existing strategies and evaluate them against organisational needs
refine the organisational brand and employee value proposition
identify employment needs, skills gaps in accordance with organisational strategies and objectives
devise the relevant processes, systems and job roles required to fill in
specify appropriate timescales for development of the strategy
define organisational plans for recruiting new employees, retention and development of current team members
review the existing roles and career paths
align the strategy with relevant legal requirements, regulation and codes of practice
consult with key stakeholders to agree the resourcing strategy
develop a detailed action plan and budget for implementation of the resourcing strategy
appoint the resourcing champions responsible for overseeing the strategy, steering and influencing the implementation process
appoint employees responsible for recruitment and selection
delegate activities to members of recruitment panel and other employees
establish the success criteria by which the strategy will be evaluated
establish the timescales for the strategy to be evaluated
monitor continued compliance with legal requirements, codes of practice and organisation procedures
collect valid and comprehensive data, including feedback from stakeholders
evaluate the strategy against the agreed success criteria
make recommendations to modify or maintain the strategy
Knowledge and Understanding
You need to know and understand:
- the relevant organisational procedures, codes of practice and legislation relating to recruitment
- your organisational needs, skills gaps and objectives
- how to establish the link between the proposed strategy and the organisation’s aims and objectives
- the procedures for safeguarding confidentiality in accordance with data protection regulation
- the relevant procedures for obtaining and recording information
- how to develop and implement resourcing strategy
- the latest technologies and tools for sourcing, pre-screening, assessing and interviewing the jobseekers
- the succession planning and organisational talent pipeline management
- the rewards schemes and how they link with resourcing strategy
- the impact of the budget on the resourcing strategy
- the relevant criteria for selection and building the organisational talent pool
- the jobseekers’ experience and how it links with technologies, values and employer branding
- how to arrange training for recruitment and selections
- the questioning and active listening techniques
- the guidance from recognised sources of expertise
- the procedures and guidelines for dealing with complaints from hirers and jobseekers
- how to identify key stakeholders and resources for implementation of the strategy
- how to delegate implementation activities to resourcing champions, recruitment panel and other employees
- how to organise agile, flexible and adaptive to change workforce
- the ethical issues and how to resolve them
- the relevant success criteria for evaluation of resourcing strategy
- how to select and apply appropriate data collection and analysis techniques
- how to evaluate quantitative and qualitative information against the agreed success criteria
- how to summarise and present data
- how to make recommendations to modify or maintain the strategy
- the importance of reviewing the resourcing strategy on a regular basis
- the impact of local policies on the resourcing
- the Equality, Diversity and Inclusion (EDI) practices
- the global and cross-cultural considerations in recruitment