{"id":8107,"date":"2020-10-12T09:00:19","date_gmt":"2020-10-12T08:00:19","guid":{"rendered":"http:\/\/sage-people-scraping-gb.local\/?p=1096"},"modified":"2026-01-29T10:08:48","modified_gmt":"2026-01-29T10:08:48","slug":"7-steps-for-developing-staffing-strategies-that-work","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-gb\/blog\/7-steps-for-developing-staffing-strategies-that-work\/","title":{"rendered":"7 steps for creating staffing strategies that work"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tPeople & Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\t7 steps for creating staffing strategies that work\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

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\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tJessica Leyshon<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t<\/div>\n\t\t<\/div>\n\n\n\n

A dedicated staffing strategy is crucial for any business wanting to understand its people.<\/p>\n\n\n\n

Your people are your company\u2019s biggest asset and can give your business a competitive edge.<\/p>\n\n\n\n

But looking after those people requires a people-focused approach.<\/p>\n\n\n\n

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Request a free, live demo of Sage People and discover how it can help your organisation attract the best people, retain your key talent and increase productivity<\/a><\/div>\n<\/div>\n\n\n\n

What is a staffing strategy?<\/h2>\n\n\n\n

Staffing strategies are often confused with recruitment strategies, but they are not the same thing.<\/p>\n\n\n\n

Recruiting is a single step in the employment journey, it involves seeking and encouraging prospective candidates to apply for roles.<\/p>\n\n\n\n

Staffing is an ongoing process.<\/p>\n\n\n\n

It does involve the initial recruitment step but it goes way beyond that to include how you manage and retain a competent and satisfied workforce, fit for purpose, in the right roles at the right time to meet the company\u2019s goals.<\/p>\n\n\n\n

Today, it\u2019s also going one step further.<\/p>\n\n\n\n

It\u2019s not simply filling positions but looking at your workforce as a whole to gain insight and design great workforce experiences for your people, so that you attract and retain the best.<\/p>\n\n\n\n

In this way, staffing strategies are more like \u2018People strategies\u2019.<\/p>\n\n\n\n

People strategies look at where your high-performers are, and how you hold on to them, and considers things such as how you provide them with meaningful work.<\/p>\n\n\n\n

Here are our seven steps to building an effective staffing, or people, strategy in this way.<\/p>\n\n\n\n

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Download your free guide, 6 ways to create amazing workforce experiences<\/a><\/div>\n<\/div>\n\n\n\n

1. Determine your business goals<\/h2>\n\n\n\n

The best starting point for a staffing or people strategy is your organisation\u2019s business plan, which should contain both short term and long-term goals for the company.<\/p>\n\n\n\n

Whether it\u2019s to increase turnover, expand into new sectors, launch new products or grow through acquisition, these goals are all inherently driven by your people.<\/p>\n\n\n\n

So your strategy needs to be fully aligned with the company\u2019s objectives.<\/p>\n\n\n\n

2. Establish your current people landscape<\/h2>\n\n\n\n

Now you know what your organisation\u2019s objectives are, you need a complete picture of your current workforce.<\/p>\n\n\n\n

Having an accurate view of your people starts with a single source of truth.<\/p>\n\n\n\n

If your people data is held in disparate systems and on spreadsheets<\/a>, this must all be consolidated into one system to give you maximum insight into your people.<\/p>\n\n\n\n

From here, you can build reports and actionable insights about your people, such as having accurate headcount reports, establishing skills gaps, and identifying high potential candidates for leadership roles as part of succession planning.<\/p>\n\n\n\n

3. Analyse people patterns<\/h2>\n\n\n\n

There\u2019s always a natural ebb and flow of staffing levels throughout any organisation; staying one step ahead of potential movements can ensure there are no surprises.<\/p>\n\n\n\n

At the most basic level, having a clear view of leaver dates and information will help you recruit and backfill these positions well in advance, minimising the risk of losing knowledge when someone leaves without completing a handover.<\/p>\n\n\n\n

Taking this a step further, you can analyse your workforce to identify potential movements well in advance.<\/p>\n\n\n\n

A modern HR and people system<\/a> will tell you:<\/p>\n\n\n\n