1. Greenhouse
1.1. Clean Up Dirty Data
1.1.1. Audit
1.1.1.1. Form
1.1.2. Task Mgt
1.1.2.1. Checklist
1.2. Streamline Current Internal Process
1.2.1. Alerts
1.2.2. Approvals
1.2.3. Scheduling
1.3. Create a Structured Hiring Process
1.3.1. Scorecard Definition
1.3.2. Interview Planning
1.3.3. Interview Kit Creation
1.3.4. Sourcing & Interviewing
1.3.5. Candidate Round-Up
1.4. Establish Meaningful Reports
1.4.1. KPIs
1.4.2. Moving to Predictive Analytics
1.5. Establish Training Paths
1.5.1. Recruiters
1.5.2. Talent Ops
1.5.3. Hiring Managers
1.5.4. Interviewers
1.6. Resource Links
1.6.1. Build Talent Ops
1.6.2. Internal Job Board
1.6.3. Best Practices (Data Integrity)
1.7. Deliverables
1.7.1. Data Clean Up Plan
1.7.2. Decide what GH processes to automate
1.7.3. Refined Structured Hiring Process
1.7.3.1. e.g. Role clarity between hiring managers / recruiting
1.7.3.2. e.g. Updated Scorecards
1.7.4. Defined Reports
1.7.4.1. Purpose of reports is to tell story. Is what we have now meaningful to stakeholders so we can drive action?
1.7.5. Training Recommendations
1.7.5.1. What training plans would be helpful to ensure the success of our talent team, hiring managers & interviewers?
1.7.5.1.1. What 'refreshers' are needed and has everyone that needs training gone through it? (e.g. new managers)
2. Talent Strategy
2.1. Establishing Credibility
2.1.1. Competitive Analysis
2.1.2. Understand Talent Trends
2.1.3. Understand business strategy
2.1.4. Determine Talent Implications
2.1.5. Create common language by defining
2.1.5.1. What workforce planning means
2.1.5.2. Critical Talent
2.1.5.3. Any other definitions needed for clarity
2.1.6. What historical internal data do we need to pull?
2.2. What can we better automate / streamline?
2.2.1. AC
2.2.2. Hiring Forecast Sheet
2.3. Do we know...
2.3.1. What tech skills are most important?
2.3.2. How does our comp package stack up?
2.3.3. When/how to flex our requirements?
2.3.4. Who our competitors are?
2.3.5. What industry trends are affecting supply and demand?
2.4. Collaborating with Finance
2.5. Deliverables
2.5.1. Summary of each...
2.5.1.1. "Establishing credibility"
2.5.1.2. "Do we know"
2.5.1.3. Recommendation on "What we can better automate / streamline"
2.5.2. Updated Flow and Scorecard
3. Execution
3.1. Foundational Overview Plan
3.2. Define each process
3.2.1. Initiating Workforce Planning Design
3.2.1.1. Deliverables
3.2.1.1.1. Define Purpose & Objectives
3.2.1.1.2. Project Charter
3.2.2. Analysis Toolkit
3.2.2.1. Deliverables
3.2.2.1.1. Toolkit enabling leaders to effectively identify talent needs
3.2.2.1.2. Customized Planning Guide
3.2.3. Forecast Framework
3.2.3.1. Deliverables
3.2.3.1.1. Define approach to critical roles
3.2.3.1.2. Supply & Demand Framework
3.2.4. Integration Points
3.2.4.1. Deliverables
3.2.4.1.1. Outline showing alignment of impact to current Talent Initiatives
3.3. Update Process
3.4. Communication Plan/Timing
3.4.1. Leadership
3.4.2. Hiring Managers