Workforce Planning

“I feel that my job is to, first of all, future-proof the company. I never want to make a riff... to hire the right people in the right spaces at the right time. To do just-in-time hiring in effect.”

“misalignment, we were having some challenges with staffing. Of course, there's a national teacher shortage. It got really bad probably about 4 or 5 years ago, right before COVID And then when you headed into COVID, we we...”

“We had a huge gap in our workforce. We called it the bathtub, actually.”

“The biggest challenge is being able to use, I would say, good workforce analytics and strategic workforce planning tools to really think about getting ahead of that so that you don't, for example, hire a bunch of people...”

“If you run a little bit of a thinner, meaner organization, you have less trauma on the exit side.”

“Every 4 weeks, our managers sit down and talk to their managers about their team... it goes all the way up to the executive level. Every 4 weeks, we're talking about where people are.”

“The reality was that two things were true. What's also important is that we're selling to the resources that we have today and the resources that we know we're going to be obtaining over the course of the next quarter, r...”

“The number one issue that is facing virtually every employer right now is the fact that Gen Z is going to make up 30% of the workforce in the next 5 years.”

“Instead of starting with that first question of what skills do I have, skip to the second one, because we all know that there are skills that we need to build in the workforce.”

“we're really trying to anchor on making sure that we are being agile in responding to new skills that need to come into our organization, SaaS company. So obviously technical skills are really critical. We've got an ambi...”

“I really hold back any HR plan until I know exactly what the business needs to be able to support it.”

“There's no reason that HR organizations can't do the same thing around understanding the capability and the supply and demand of their talent. And those that do will have an immense competitive advantage.”

“You can't have a talent strategy that's focused on building capabilities that your business doesn't need to grow.”

“As an organization, we've made significant investments in technology that provide more automation and allow our team members to work more efficiently. We do not wish to hire irresponsibly. We want to make continued inves...”

“don't assume that there's just one person for every— to backfill every role. Not only is that not safe, because what if that one person leaves, but sometimes you have to look at the roles differently and go, hey, what if...”

“I would just advise folks that the time is actually ripe and now to be thinking about this, because as soon as the labor market opens back up, organizations are really going to want to ensure that they have a well-articu...”

“Q4, um, you know, is definitely a hair on fire time for HR people.”

“There are about 600,000 veterans that transition out of service into the private world every year. So there's a constant flow of talent that's available. You just have to know how to tap into it.”

“Coming out of post-pandemic, kind of a small headcount is the new CEO flex, and that organizations, in particular startups, are no longer Hiring just for the sake of hiring.”

“If I can't help you with the strategic aspect of it because I'm so bogged down with the day-to-day, it's my job to come to you and say like, hey, now that I know so much about this organization, your revenue, uh, how muc...”

“What I've realized that I created a plan in 2020 for 5 years from 2020 to '25... What I realized that your broad themes don't change. Your broad themes quite remain pretty much similar, but your yearly plans will change.”