Creating your first plan
- Give your plan a name.
- Select a time frame.
- Start your plan on any month of the year.
- Pick any duration for your plan — quarter, half, or yearly, depending on your needs.
- Select a rollup granularity to customize your plan view (ie: months or quarters).
- Select an organizational strategy — this is how we’ll group the jobs in your plan.
- You can plan by department, hiring manager, office, or leverage a of these values to plan by “function”, “cost center”, “region”, and more.
- Then, select the actual groups you’ll plan for.
- Lastly, filter out any roles you won’t be planning for. (ex: exclude interns using Job Type, or plan only for jobs in North America using a Location filter)
- Add in your recruiting team.
- For team members that haven’t yet joined, but will during the plan time frame, add a placeholders with their name.
Adding in recruiter capacity
For planning purposes, let us know how many hires your recruiters are equipped to make. This is their capacity to hire. (Hires being offer accepts, NOT starts.)
Making the hiring plan
Add in your hiring goal(s), by department, office, hiring manager, or custom grouping.
Assign recruiters supporting each planning unit in your plan. Repeat, until all recruiters have been assigned.
Distribute each hiring goal, across the recruiters assigned to that section of the plan.
- Automatically — leveraging Gem’s auto-distribute capability. We’ll distribute the work across your assigned recruiters, up to their available capacity.
- Manually — Or, take full control of how to pace your hires, but individually assigning hires to recruiters in the cells to the right.
1. Select the Scenario type. You can choose from:
- Recruiter capacity change - Adjust capacity for individual recruiters as a % of their total bandwidth, to model things like increased capacity to hire due to promotion, decreased capacity to hire due to role complexity / difficulty, and more.
- Recruiter joined - Capture the potential impact of new team members, or contingent staff, when deciding whether or not to bring on additional team members.
- Recruiter departed - Capture team member departures, in order to re-plan.
- Headcount change - Document revised hiring goals from hiring managers, increased backfills due to attrition, and more.
2. Toggle the Scenario on/off to visualize the impact on your plan.
Owning your hiring narrative
- Progress to goal
- Capacity vs. hires over time
- Hiring pace
- Capacity surplus / gap
- Recruiter allocation
Have any issues or questions on this topic? Please feel free to contact your dedicated Gem Customer Success Manager directly or our Support team at email@example.com.