What Is Workforce Planning?

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Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

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We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

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Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

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Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

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“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

What Is Workforce Planning?

Workforce planning is a process that companies use to figure out how many people they need to hire. They might use surveys and interviews to find out what positions they need. They also look at the company’s plans for the future. Workforce planning can help a company save money by predicting how many people they will need and when. They can also plan for training and new employee orientation. Workforce planning is an integral part of running a business.

There are different types of workforce planning. One type is strategic workforce planning. This is when a company analyzes workforce requirement that needs to be based on the organization’s current business strategy. They do this to align workforce supply with demand for workforce skills continuously. This type of workforce planning provides accuracy in both numbers and type of workforce skills needed, which helps management make more informed decisions regarding workforce planning spending/prioritization.

Another type of workforce planning is business succession planning. This is when a company plans to transfer knowledge and skills from one generation of employees to another. Business succession planning helps ensure that the company will continue running smoothly even if there is a change in ownership or management.

There are also workforce planning models that focus on workforce distribution. These models help companies plan for where their workforce should be located. This is important for companies that have multiple locations.

Workforce planning is an essential process for businesses of all sizes. By using workforce planning models, companies can ensure that they make the best decisions for their workforce. Workforce planning helps companies to save money and plan for the future. It also helps them make sure they have the number of workforce employees needed at all times.

A workforce planning model is a mathematical model describing workforce distribution, workforce demand, workforce usage, and workforce skills for a specific business or industry type. This workforce planning model can determine a company’s workforce requirement needs based on the organization’s current business strategy. Organizations can use workforce planning models to align workforce supply with demand for workforce skills continuously. This type of workforce planning provides accuracy in both number and type workforce skills needed, which helps management make more informed decisions regarding workforce planning spending/prioritization.

Workforce Planning in HR

In the context of workforce management, workforce planning is about talent development. The workforce planner conducts workforce planning to ensure that there are enough employees with the right skills and competencies at each point in time.

Workforce planners also develop workforce plans by analyzing workforce supply and demand for labor; they make forecasts on who will be needed and identify skills gaps and workforce needs. This information is then used to develop workforce strategies to help the organization achieve its business objectives.

The workforce planner is responsible for workforce forecasting, trend analysis, workforce modeling, and other related activities. They work with business leaders to understand the company’s strategic objectives and then create a plan to help the company meet those objectives. This workforce plan includes identifying gaps that may arise due to business changes or growth and then working with business leaders to develop strategies to utilize workforce initiatives to close gaps.

Workforce planning is a critical component of workforce management because it ensures that there are enough employees at each point in time with the right skills and competencies to support the business.

Importance of Workforce Planning

Workforce planning is vital for businesses as it allows them to align their workforce with their business objectives. HR professionals are responsible for workforce planning and must ensure that the workforce has the skills and abilities necessary to support the company’s goals. By forecasting workforce needs, HR can ensure that the organization has the correct number of employees with the right skills at the right time.

HR can do workforce planning in various ways, including workforce forecasting, workforce analysis, and workforce optimization. Workforce forecasting looks at how many employees will be needed to achieve business goals or fill specific job roles. Workforce analysis examines the workforce’s current knowledge, skills, and abilities and those required to achieve business objectives. Workforce optimization helps HR find the best workforce strategy for their company, including staffing levels, workforce mix, and workforce development.

Workforce intelligence is another way for businesses to ensure that they have the right people in the right roles at the right time by sharing workforce information with employees. Staffing franchises, workforce analytics companies, and workforce consultants are among the workforce intelligence solutions providers that can help.

Workforce planning is a vital business function. HR professionals must work on workforce planning continuously to ensure that staff has the skills and abilities necessary for their organization to succeed.

Advantages and Disadvantages of Workforce Planning

The main advantage of workforce planning is that it allows organizations to identify and fill gaps in their workforce before they become a problem. They can do this by forecasting future workforce needs and then matching them with the organization’s current workforce. Workforce planning can also help organizations more efficiently use their workforce by identifying areas where employees can be reassigned or moved to other departments.

There are also a few disadvantages of workforce planning. One disadvantage is that it can be expensive and time-consuming to implement and maintain. Another disadvantage is that it can be challenging to predict future workforce needs accurately. Additionally, workforce planning can sometimes lead to inflexible workforces that cannot adapt to change.

Overall, workforce planning can be a valuable tool for organizations of all sizes. It can help them identify and fill gaps in their workforce, use their workforce more efficiently, and adapt to change. However, there are also a few disadvantages to consider before implementing a workforce planning strategy.

Steps in Workforce Planning

Typically workforce planning is broken down into five steps. Generally, workforce planners use either a spreadsheet or proprietary workforce planning software to streamline the process. The steps are as follows:

1. Define workforce requirements

2. Develop labor supply forecasts

3. Forecast job openings by the department for each forecasted time period

4. Apply historical workforce by department data to forecast workforce demand for each workforce segment

5. Apply workforce planning policies, procedures, methodologies

The origins of workforce planning are disputed amongst workforce planners. Many workforce planners claim that workforce planning had existed since the dawn of humankind when early humans organized hunting parties and farmed in search of food. It is more likely that workforce planning as we know it began in the early 1900s when Frederick Taylor published his seminal work, The Principles of Scientific Management. In this book, Taylor outlined the concept of breaking down work tasks into their simplest elements and studying how best to optimize worker performance.

Workforce Planning Toolkit

What is workforce planning? Workforce planning is forecasting future workforce needs and ensuring that the workforce has the necessary skills to meet those needs. It involves assessing current and future workforce requirements, identifying potential skills gaps, and developing strategies to close those gaps.

Workforce planning is critical for organizations of all sizes. By forecasting future workforce needs, organizations can ensure that they have the correct number of employees with the right skills to meet their strategic goals.

The workforce planning toolkit can help organizations develop a workforce plan that meets their specific needs. The toolkit includes a variety of resources, including:

  • An overview of workforce planning
  • Step-by-step instructions for creating a workforce plan
  • Templates and tools for assessing current and future workforce requirements
  • Templates and tools for identifying workforce skills gaps
  • Templates and tools for developing workforce strategies to close workforce skills gaps

Workforce planning is crucial because it ensures organizations have the correct number of employees with the right skills to meet their goals. Developing a workforce plan can be difficult, but the workforce planning toolkit has resources that can help make the process easier.

Strategic Workforce Planning Model

Workforce planning is strategic management. It uses workforce models to identify the workforce needs of an organization to meet its business goals.

Workforce planning analyzes workforce requirements based on organizational needs and plans. In workforce modeling, a model is created with key variables such as attrition, turnover, training costs, skills gap analysis, etc. The workforce planners turn the models into workforce projections and requirements. Workforce planning is done at the macro-level of an organization, such as by a human resources department. Still, workforce modeling may be done at any organizational level, such as by a manager or unit with its budget. Workforce planning must align workforce actions to corporate goals and objectives over time. Workforce planning is strategic workforce management.

Workforce planning analyzes workforce requirements based on organizational needs and plans. In workforce modeling, a model is created with key variables such as attrition, turnover, training costs, skills gap analysis, etc. workforce planners turn workforce models into workforce projections and workforce requirements. Workforce planning is done at the macro-level of an organization, such as by a human resources department. Still, workforce modeling may be done at any organizational level, such as by a manager or unit with its budget. Workforce planning must align workforce actions to corporate goals and objectives over time. A workforce model can include the following types of data:

  • Workforce Requirements
  • Workforce Projections
  • Workforce Gaps
  • Workforce Solutions

A model is only as good as the data put into it. It should be noted that workforce planning is not just for large organizations. Any size can use workforce planning if it is done correctly with the right tools and data.

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