| 1 May 2025
Workforce planning is often seen as an application of a methodology that directs an organisation towards 3, 5 or even 10-year goals and is rarely seen as a tool for short term cost saving. However, there are many workforce planning activities that can help achieve just this. So, what are some examples and how can you get these moving quickly?
Recruitment and retention
We know that filling a vacancy costs money and latest projections show that this could start anywhere from £10,000 – £15,000 per role with advertising, interviewing, vetting, and training all being a significant investment. For areas where there are minimum staffing requirements, the costs actually increase as organisations have to bring temporary staff in, at higher costs, to cover key shifts.
To stay ahead of staff movements, we use vacancy projection models and tools. These can recommend months whereby organisations should surge recruitment and can map (using data) obvious career pathways and target points (both internal and external). Planning, even if starting with seasonal variance can save considerable money, whilst ensuring that your staff can move, transition and develop effectively.
Surge, seasonality and demand modelling
Many organisations have shift patterns and staffing models that align to old data or just have the same shift/staffing structure all year round. We use advance models and staffing options that accommodate for predicted spikes in demand, building resilience into working patterns. Moreover, we have available scenario and sandbox models that allow frontline staff to use their knowledge to map demand expectations and change variables in real life. For example, our models can help you see what would happen if Whole Time Equivalent (WTE) was moved, reduced or replaced with different skills.
Skill mapping and analysis
Many organisations can improve the way they align to skills demand. “Demand and process creep”, is when very experienced staff complete end to end activities to navigate new processes and can be extremely costly (i.e. hiring twice as many doctors to manage end to end services). However, introducing different roles and different process points can very easily help reduce costs and WTE. This can be achieved quickly through reviews and pilot testing.
Logic models and evaluations
Mapping and evaluating your planned workforce changes is a really good way of identifying cost reduction opportunities. Many workforce plans are effective at saving money, but no one has put an evaluation plan in place to capture the evidence. We have seen organisations reduce their vacancy rates by 20%, saving hundreds of thousands in recruitment costs, whilst others have introduced new roles that are aligned to specific skills and processes, freeing up capacity elsewhere and reducing locum costs.
When your workforce makes up a large portion of your asset base, you cannot afford to not plan! The tools and services available now can save on operating costs and deliver a better service.
How can we help?
If you’re looking for workforce development support, please get in touch with one of our experts.