Some questions to consider are:

Is it likely that people in key positions may leave their current roles in the near future? A number of things can happen to them – e.g, they may retire; become dissatisfied and leave the organisation; underperform; or be promoted.

Is it likely that people in lower level positions, such as apprentices, will leave their current roles in the near future? They may be promoted or leave the company when they finish their training, for example.

What are the key directions or strategies of the company? Is it introducing any new products or services? Is it expanding any areas?

What outside influences need to be considered? For example, changes in tax laws in recent times have changed some accounting procedures. For some companies, changes in laws may mean sections of the business are no longer required. Alternatively, there could be new competitors starting business.

Will new technology change the way work is done--or the skills required or number of employees required?

Are there seasonal influences on the business? For example, in the hospitality industry more staff are often required during holiday periods than at other times of the year.

At what level are the employees required-eg, apprentices or trainees, officer or entry-level, new graduates, or senior management and executive?

In order to answer these questions, you may need to consult the following:

  • managers and executives in the organisation
  • journals and statistics related to your field
  • the history of your organisation's staffing requirements-to be found in the organisation's human resources information system (HRIS).
  • the organisation's planning documents - e.g. strategic plans, objectives, etc.
  • consultants-business analysts
  • professional associations.

Managers may be asked to forecast the need in their own areas for the next year. This information, together with information from HRIS, enables you to forecast and plan filling the demand for staff over the coming year and into the future.

The purpose of recruitment is to generate a pool of suitably qualified job candidates from which to select the best person at minimum cost.