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  • Workforce planning

Workforce planning that keeps hiring in step with the growth plan

Inject works with leaders to map the roles, skills and structure the business will need, so hiring, development and succession decisions are made ahead of time. Each plan is aligned to the business’s strategic objectives and revisited as they change.

Get In Touch ↗ What’s covered →
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  • WHAT’S COVERED

Six parts of a workforce plan, from structure to the next hire

Each plan starts with the business’s growth goals and works back to the roles and capability needed to meet them.

Team at work in a busy office
01

Role and structure design

A team structure and set of roles that suit the next stage of growth.

Team working together in an office
02

Capability mapping

The skills the team has today, set against what the plan will need.

Manager reviewing progress with the team
04

Succession planning

Who could step into key roles, and the development that gets them ready.

HR Consulting →
Team working in a modern open-plan office
05

Career pathways

Job levels and pathways that let the business grow its own people into new roles.

Employee Retention →
Leaders reviewing targets and growth together
  • OUR PERSPECTIVE

A rushed hire is often a planning problem that surfaced late

In the Lead to Grow episode on why leaders keep hiring the wrong person, Tommy Sim describes hiring as a prediction problem, and one that leaders often attempt under the wrong pressure. A workforce plan takes some of that pressure away.

When the roles are mapped months ahead, there is time to decide whether to hire, promote or restructure, to write a proper brief and to assess candidates against clear criteria. The same plan shows where development should start, so the business can grow its own leaders instead of searching for them each time a role opens.

  • WHAT CHANGES

What leaders notice once there is a plan behind the team

A workforce plan turns the growth plan into roles, timing and development, so the team is ready before the work arrives.

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01

Hiring that keeps pace

Roles are recruited ahead of demand, not after the team is stretched.

02

Promotions planned ahead

People are developed for the roles the business will need.

03

Fewer rushed decisions

There is time to brief, assess and choose well.

04

A structure that fits

Roles and reporting lines suit the next stage of growth.

Universal Mortgage Experts aligned its hiring with its growth plan through Inject. Related services: Outsourced Recruitment, HR Consulting and all HR services.

  • TESTIMONIALS

Hear from the businesses that trust Inject

“That’s HR at another level. It’s beyond templates and compliance. It’s about helping shape the business we’re becoming. If we want to grow well, it all comes back to people.”

Inovayt

Nick Reilly

Managing Director, Inovayt

“We went to Inject because we simply didn’t have time to hire the wrong person. We couldn’t deal with another recruitment agency sending us forms to fill out trying to fit our needs into their tick boxes. The end result was better than we had hoped for. Our hire is doing extremely well, a key staff member who has helped us to grow the business.”

Right Angle Studio

Kristy Austin

Right Angle Studio

“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”

Ramsey Property Wealth

Ewan Ramsey

Ramsey Property Wealth

“Tommy and his team have really taken the time to understand our business and the underlying motivators for the decisions we make that have an impact on HR. This has enabled the team at Inject HR to take a targeted approach to the services and advice they provide as opposed to those who opt for a generic ‘one size fits all’ approach.”

Tideways

Tal Sahar

Managing Director, Tideways

“That’s HR at another level. It’s beyond templates and compliance. It’s about helping shape the business we’re becoming. If we want to grow well, it all comes back to people.”

Inovayt

Nick Reilly

Managing Director, Inovayt

“We went to Inject because we simply didn’t have time to hire the wrong person. We couldn’t deal with another recruitment agency sending us forms to fill out trying to fit our needs into their tick boxes. The end result was better than we had hoped for. Our hire is doing extremely well, a key staff member who has helped us to grow the business.”

Right Angle Studio

Kristy Austin

Right Angle Studio

“Inject’s psychometric testing and analysis service has been invaluable to our hiring process. Rather than conducting ad-hoc behavioural interviews, they provide detailed analysis reports with recommended behavioural-based interview questions tailored to each candidate. This has allowed our leadership team to conduct more effective interviews focused on role-specific competencies.”

Ramsey Property Wealth

Ewan Ramsey

Ramsey Property Wealth

“Tommy and his team have really taken the time to understand our business and the underlying motivators for the decisions we make that have an impact on HR. This has enabled the team at Inject HR to take a targeted approach to the services and advice they provide as opposed to those who opt for a generic ‘one size fits all’ approach.”

Tideways

Tal Sahar

Managing Director, Tideways

  • LEAD TO GROW PODCAST

Practical people advice from Lead to Grow, with Tommy Sim

Lead to Grow with Tommy Sim

Leading Through Growth: Building the Firm of the Future

Peter Antonius, CEO of Lister Newton, joins Tommy Sim on leading an established business through its next stage of growth, and why he listened before changing anything.

Lead to Grow with Tommy Sim

Why You Keep Hiring the Wrong Person (And How to Finally Fix It)

Hiring is a prediction problem. Tommy Sim on why gut feel lets leaders down and what a better process looks like.

More episodes of Lead to Grow

Supporting clients with teams in Melbourne, Sydney, Brisbane, Adelaide and Perth.

Frequently asked questions

Workforce planning is the process of working out the roles, skills and structure a business will need to meet its goals, then planning how to get there through hiring, development and changes to structure.

In a smaller team each role carries more weight, so a late hire or a sudden departure has a bigger effect. A workforce plan helps the business hire ahead of demand and reduce its reliance on any one person.

Workforce planning looks at the whole team and the roles the business will need. Succession planning focuses on key roles and who could step into them. Succession planning usually sits inside a workforce plan.

Inject maps hiring 6 to 12 months out, so recruitment keeps pace with the growth plan. Structure and leadership decisions often look further ahead, and the plan is revisited as the business changes.

The plan sets out which roles to recruit and when. Inject can then run the recruitment itself, starting with a behavioural brief and structured assessment for each role.

Talk to us about planning for growth