How do I develop a recruitment and people management strategy?

Tools & Resources

Key learnings

Your team is key to delivering your wider business goals – start by defining their role in each one.
People strategies can focus on enhancing performance and reducing risk (like absence or turnover).
Your legal obligations as an employer should sit alongside – not in place of – strategic planning.
Balancing people, profit and planet priorities will help position you as a more attractive employer.

A strategic approach to recruitment and people management helps you reach your business goals while keeping your team engaged, productive and supported along the way. This article will guide you through developing your strategy and introduce the next steps to plan and implement them.

As with other areas of your business, setting clear goals for recruitment and people management will help you succeed more effectively – and with less stress. Think of it as defining the people power behind your business plan.

Start by reviewing each of your key business strategies and asking: what part will our team need to play to deliver this?

For example, if one of your business strategies to achieve revenue and profit growth is launching a new product while keeping up high standards with existing lines, your people-related goals might include:

Boosting productivity to create capacity
Recruiting and onboarding new team members
Upskilling current staff to support sales and delivery

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