Staffing at most Northern California firms is usually a reactive function, not a proactive one. Somebody leaves or retires and a company executive or the HR department then works to fill that position. Candidates are screened and interviewed, and a hiring decision is eventually made.

While this approach to staffing isn’t necessarily a bad one, it’s not the most effective one either because it doesn’t take factors like future staffing needs and gaps in talent into account. A better approach – one that can make an impact in terms of cost, flexibility, and productivity – is strategic staffing.

Strategic staffing is a process that helps you look at the “big picture,” rather than day-to-day staffing needs, by reviewing your firm’s business plans and strategies – and addressing the staffing implications of those plans and strategies. And strategic staffing can impact your Northern California firm in a variety of ways, from helping you stay a step ahead of your staffing needs to retaining your top performers to identifying and overcoming talent gaps before they become an issue. Strategic staffing can also help you achieve short- and long-term goals by creating a workforce that is flexible and responsive.

So where do you start? Here are four steps:

Step 1.) First, take a look at your current workforce.

What are the demographics and capabilities of your current staff? What are the strengths, weaknesses, opportunities for growth and the potential threats of your employees, both individually and as a whole?

Step 2.) What competencies, or skills, will be required in the future?

Review your firm’s mission and vision, and its short-term and long-term plans to determine what kinds of capabilities you’ll need to fulfill your vision and company goals. Don’t forget to look at external factors, such as legislation, economics, and market competition, when determining the kinds of skills you’ll need in the near future.

Step 3.) Where are your skill gaps and surpluses?

After Steps 1 and 2, you should have a better understanding of where you are in terms of the skills you have and the skills you need. In terms of surpluses, you should also ask yourself why you have a surplus and whether these skills will be obsolete down the road? In terms of gaps, ask yourself in which areas is your company most at risk?

Step 4.) What’s your plan of action?

Now you know what kinds of skills you have, what kinds of skills you need, and whether you have areas of surplus or talent gaps. Next, you need to develop a plan of action to build the skills that are in short supply and to reduce the areas that are in surplus. From developing a training program to streamlining your recruiting and hiring process to using temporary staffing, you can employ a variety of solutions in order to meet your Northern California firm’s staffing needs and position yourself for success.

One last note: With strategic staffing, it’s important to keep in mind that it’s a continuous process. As 2011 progresses, your plan should be revisited and revised on a regular basis, depending on both internal and external factors. And if you need help with strategic staffing at your Northern California firm, please contact Pacific Staffing. As staffing industry experts with more than 25 years of experience, we can help you develop a strategic staffing plan that can improve your flexibility and productivity. Contact us today!