Using a headcount planning template can help you develop a headcount strategy, understand where your best hires are coming from, identify current and future needs, and organize information for all stakeholders to access.
There are five main areas where a headcount planning template can help guide you in building your workforce and improving collaboration between hiring managers and recruiters. Learning how to leverage your data effectively across these five areas will improve the accuracy of your headcount forecasting and tracking and improve speed to hire, cost of hire, and Quality of Hire.
Your weekly recruiter summary lets you see at-a-glance the quick breakdown of each recruiter and their stats, as well as how they compare to each other in regard to recruiter performance.
Requisition analysis: Total requisitions, openings, and applicants
Awaiting review: Total unreviewed, unreviewed employee referrals, and % unreviewed
Weekly activity: New applicants, and moved to screening, interviewing, or closing
Recruiter hires: Past week, current year, and annual time to hire and cost to hire
This shows how each recruiter is contributing to the goal of getting the organization to the required headcount.
Go granular and dig deep into each recruiter’s pipeline. View job title, department, and hiring manager at-a-glance, and review start date, days open, and number of applicants interviewed. In addition to reviewing the status and weekly activities, check on:
Current funnel status: In review, screening, interview, closing, or hired
Average days in each stage: Time spent in review, screening, interview, or offer
Totals: For recruiter, hiring manager, tech screens, on-sites, and offers
Requisition conversions: Screenings, phone interviews, onsite interviews, and offer-to-hire ratios
This breaks down each recruiter’s hiring funnel to highlight any existing inefficiencies and miscommunications between hiring manager and recruiter resulting in bottlenecks or sharp, unanticipated drop-off at any stage.
Review hiring status by department, further broken down by role, across the same tracking metrics and stages used for open requisitions by the recruiter.
This gives department heads the specific information they need regarding their own headcount status without having to dig through all of the data. It’s a good way to support collaborative hiring as well, as department heads can draw team members into the process.
A critical component of the yearly headcount planner, this provides a straightforward breakdown of the numbers, including but not limited to:
Total number of individual contributors and managers
Salary data
Expected annual churn
Number of staff to replace yearly
Cost to replace
Time to replace
This provides important data regarding anticipated labor costs and delivers better accuracy in headcount planning.
Finally, Source of Hire is a crucial piece of the headcount planning puzzle. Where are your most prolific and profitable sources of new employees? Unpack your:
Internal sources
External sources
Referral hires
Job board hires
Social media hires
Recruiter sources
Promotion data
Other sources
This helps organizations to focus on hiring sources that provide the most qualified applicants and new employees who deliver when it comes to Quality of Hire.
Being able to use a headcount planning template effectively leads to a better understanding of what is driving hiring processes and where your organization’s strengths and weaknesses are when it comes to recruitment.
Get started with headcount planning today by downloading this free and fully customizable headcount planning template developed by the Crosschq team.
For more information on how Crosschq can help your organization predict and plan for recruitment needs while improving retention and quality of hire, contact our talent intelligence team for a free demonstration of our entire suite of products today.