business plan to hire more staff template

Build Your Case: Increasing Headcount on Your Team

• December 11, 2019
• Leadership & Management

How can you justify and build a business case for additional staff ? This question is easily one of the most frustrating things for hiring managers. You feel your team is understaffed and overworked. Even worse, you’re starting to worry about employee morale and the quality of work being pushed out the door.

So, what are some of the reasons it’s so hard to advocate for more staff? And more importantly, how can you overcome the common objections raised by the decision-makers when it comes to hiring more employees?

Why it’s so tough to convince decision-makers:

• Costs – People are a large expense for companies. Eliminating employees increases equity for owners and decreases costs associated with benefits, salaries, equipment, training, etc.
• Productivity – Companies sometimes downsize to increase productivity. Counterintuitive? Maybe. But, some companies think they can increase individual worker output while keeping production constant.  A company might also downsize to increase productivity by replacing workers with technology.
• Value – Downsizing generally signals restructuring or change. If shareholders/investors think these changes will increase profitability, it will increase the value of company stock. This can result in more investors coming on board or current investors increasing their contributions. In either case, downsizing can increase the company’s perceived value.
• Failed Evaluation – Some managers fail to critically evaluate their needs and the type of help required.
• Outsourcing – Some companies overextend the number/types of services they offer which leads to the elimination of products/services or outsourcing certain activities. In turn, this often leads to a decrease in employees.

How To Build Your Case for Additional Staff:

Follow the steps in this guide to help you build a solid business case to justify an increase in headcount for your team.

Step 1: Identify your needs

Identify your needs by asking yourself some simple questions:

• Do you need help during specific times of the year?
• Are you seeing a higher volume of work right now? Do you expect that volume of work to continue?
• Do you have specific gaps on your team? Do the gaps frequently change?
• Is your business growing?
• Do your team members seem more emotional and/or sensitive than usual?
• Is the quality of work on your team decreasing?
• Are you experiencing a higher turnover than normal?
• Are employees working early mornings, evenings, on weekends and missing family or social engagements to work?

If you answer yes to any of these questions, it’s time to identify the type of help you need…

Step 2: Be specific about what you’ll be asking for in a new hire

Not being specific with your requests is a critical mistake to avoid! When you’re asking for an increase in staff, focus on:

• Skills/knowledge
• Industry experience
• Specific backgrounds
• Personalities

In addition, think about how many employees you need to hire and what kind (full-time, part-time, temporary, freelance, etc.). No need to start from scratch – check out these job description templates that include responsibilities, key role metrics, competitive salary information, and more!

Step 3: Collect the right data

You’ll want to collect the data that will help you frame your argument for why you need more staff, exactly how many new employees, what kind , and why.

Use real-life scenarios to illustrate the negative impact of being understaffed and how an increase in headcount can help your team meet its goals. The best data you can collect on your own to help you make your case include things that will show:

• Impact on company goals
• Indisputable facts that highlight a need for action
• How the business has been/will be negatively impacted by not hiring

Examples of data you can collect to showcase trends (some may currently be tracked by your team, and some may not):

• An increase in the number of projects being assigned to the team but with the same number of resources (or less) assigned to complete the tasks
• Working hours of current staff, which show everyone is consistently working extended hours. You can use data like this to calculate a specific deficit in your needs. For example, 6 months of tracking shows a 2-head deficit relative to capacity (ask salaried employees to track their hours in a spreadsheet)
• An overall decrease in employee satisfaction, work quality, and customer service

If you don’t already have a Headcount Planning Strategy, consider creating one, so you can show how you can maximize efficiency and help justify your need for hiring when necessary.

Step 4: Show your current state and the consequences of not hiring

There can be serious consequences for not hiring if the customers, team, and business are suffering. This phenomenon is often referred to as the opportunity cost, which represents the lost benefits that would have been achieved if the new hire had been made.

Point out some of these consequences to the decision-makers:

• Increased attrition/turnover
• Decrease in qualified marketing and sales leads
• Decrease in sales revenue
• Missed growth opportunities
• Competitive disadvantages
• Delayed projects and initiatives
• Other enormous impacts on the overall goals of the company

Step 5: Exhibit the positive impacts of hiring (for the customers, employees, and business)

Compare the current state to the future desired state. Focus on the impact. When you outline your plan, include how these things positively impact customers, employees, and business. For example:

• Improved marketing efforts can positively impact the customer experience from a consumer perspective
• Time to pursue career development opportunities can positively impact the morale and stability of a team
• Generating higher-quality leads can positively impact big company goals, such as increasing sales revenue

Step 6: Know when and where to discuss this topic with decision-makers

When and where you should bring up adding more headcount to your team is crucial and wildly depends on your company and situation. So, follow these tips:

• Pay attention to timing. It’s best to plead your case when your company has the money, when you can identify where to save alternative dollars and spend, or when your team recently had huge accomplishments
• Ask yourself if it’s best to broach this topic during budget planning at the beginning or the end of the fiscal year; be smart about it and base it on your company structure
• Always schedule an in-person, one-on-one meeting with the decision-makers; avoid getting ignored or shot down by email or phone

Step 7: Consider alternatives to full-time employees

If executives are hesitant to add full-time employees, you can explore other options, such as freelancers or contractors . The key is to show how these temporary workers can fill skill gaps, provide flexible staffing solutions, and allow for a trial period before committing to a full-time employee. This is also a great opportunity to show the need for more full-time staff in the future.

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How to Write a Proposal on Additional Staff Required

by Ruth Mayhew

Published on 25 Oct 2018

Human resource planning begins with determining workforce needs: the levels, positions and numbers of people the organization needs to carry out its mission and objectives. This type of planning generally occurs before the company opens its doors for business. Factors such as company growth, increased revenue, expansion into new markets and employee attrition also can require additional staff. When you're sitting at the table with executive leadership, it's wise to have a written proposal that justifies your request for additional manpower.

1. Start With the Essentials

Depending on the size of your organization and the complexity of your staffing plan, your request for additional staff proposal should have at least four basic sections:

• Executive Summary
• Needs Assessment
• Methodology

Some proposals may require additional sections, such as Project Evaluation and Communication Strategy, but a human resources planning proposal may not need more than the basic four. The proposal requires input from your entire human resources team because staffing involves recruiting, employee training and development, and compensation.

2. Write an Executive Summary

State the purpose of your proposal and identify who provided input. Summarize the contents and provide information about how you intend to carry out the plan for additional staffing. Readers with access only to the executive summary should fully understand the underlying reasons for the request for additional staffing. Also make clear how you arrived at the conclusion that you need more employees and how the budget will cover the costs to recruit, train, onboard and pay them.

The ABC Company Human Resource Manager, [insert name], submits this proposal, dated [insert date] to justify the addition of five additional staff across two departments: Corporate Sales and Accounting. The HR team researched the company's needs, assessed the current labor market and estimated the overall cost for the additional employees. The details are set forth in this proposal approval by the ABC Company executive leadership team.

3. Describe Your Additional Manpower Proposal

Describe the reasons why the company needs additional staff and explain the methodology you used to determine how many staff are required to sustain the organization's operations. The needs assessment is likely to include a review of the company's current staffing plan and when it was implemented. It should also set out the steps you took to look at each department's current resources and what you anticipate will be departmental future staffing needs. For example, your needs assessment might include descriptions of average employee tenure, succession planning, employee training and development, and attrition and turnover.

4. Describe Your Methodology

This is the process used to conclude that the organization or department needs additional staff. For each one of the components of your needs assessment, describe the sources for your information and how you used that information. For example, averaging employee tenure is a simple calculation:

•  Review employee personnel files for hire dates
•  Calculate the number of years employed
•  Total the years worked
•  Divide the total by the number of employees 

For some departments, you might want to examine individual employee tenure to estimate attrition numbers. The methodology should also include the availability of workers, because there's no sense in petitioning for additional staff if the labor market is such that you don't stand a chance in attracting qualified applicants. Labor market availability determines whether you have access to human resources, such as nearby schools that produce graduates or a general labor market within commuting range. You might also include in this methodology what could happen if the company is unable to hire qualified additional staff. For example, increased overtime for current employees, loss of productivity or sales, or low employee morale because the current workforce is carrying the burden of excessive workloads could result.

5. Propose a Budget

The budget for additional staff is more than just what employees earn. Compensation for each employee includes annual wages or salaries, plus the cost of benefits. As of December 2017, the U.S. Department of Labor's Bureau of Labor Statistics indicated the cost for private sector employee compensation was 31.7 percent of wages. For example, the cost to employ someone who earns $50,000 a year is approximately $15,850, making the total cost for that employee $65,850 year. Benefits include paid time off, insurance and retirement savings contributions. There are also costs to recruit, train and onboard employees, which depend on the time and wages of human resources team members engaged in the hiring process. Many organizations base hiring decisions on cost, so your proposal's budget section should describe the costs and the basis for your projections.

6. Sum It All Up

The conclusion of your proposal for additional staff should indicate the timeline, based on when you receive approval, because you can't usually pinpoint the exact date when you can actually bring people on board. Contingencies, such as background checks and candidates who need additional time for providing notice to current employers may cause delays. Don't rush the time frame within which you can bring on additional staff.

• HR Articles

Give your managers the one tool they need to Justify Additional Staff

IN THIS ARTICLE

• Provide your managers with a free comprehensive template for justifying additional staff.  It'll create a mini business case and increase their business acumen & critical thinking when justifying additional staff.  
• Find out why it's important, and why small business doesn't do it well.
• Get prepared for the resistance you'll encounter from your managers.

Bottom Line

Bottom line, there are only 3 ways for justifying additional staff in a small business:

• Reduce other expenses
• Increase productivity or efficiencies
• Increase revenue.

No magic formula or hocus pocus. It’s really that straightforward. 

The Position Justification Form

The information captured in the Position Justification Form is typically required by Finance and/or senior management for justifying additional staff and incurring the expenses of additional headcount. It’s used by managers to:

• Create a business case for opening a new position that does not currently exist – or was not included in the current year’s budget
• Justify additional staff for the next fiscal period, during budget reviews

A good Position Justification Form includes exploration of each of the 3 justification options we discuss above.  It provides the framework so you know exactly what questions to ask.  The end result will be a mini business case that will defend the decision for adding a new employee. It's very likely that you'll never see the ones that don't! 

Sample Justification Form to hire new employee

• Take a peak at a good  Position Justification Form  with an accompanying instructions document for your managers.  Both can be previewed, downloaded and edited using Microsoft Word.  It gives you all the tools you need to ensure your managers put their business hats on when contemplating adding headcount.
• Customize the documents to include your company's due diligence requirements when adding additional headcount.  
• If you're looking for other documents to support opening a new position, check out the  Opening & Advertising a Position  kit, or other related kits for the  Hiring Process . 
• Also available is a full solution for Setting up a Department of Human Resources using editable documents. 

Why Justify a New Employee?

Think about the last time a new position was approved in your small business.  How much time was spent on the justification to hire a new employee?  Did you ask for a business case to validate a reoccurring expense of $100,000 per year? 

Small business owners and CEOs often don't have the time or know what questions to ask to ensure that proper position due diligence is done up front before the recruitment process begins. Here are a few reasons why you’ll want to implement a Position Justification Form soon:

• Ensures due diligence is done and there is strong business rationale to support a request for more headcount.
• Provides food for thought for the manager to look at alternatives to opening a new full time position. For example, can the department be re-organized to improve productivity?  Can the use of technology improve efficiencies?  Does the position have to be full time?  Does it have to be filled by an employee?  Can the additional headcount be a temporary expense?
• Ensures that the process around incurring additional staffing costs are just as rigorous as incurring any significant capital expense.
• Fosters a strong culture of business acumen for managers and ensures they (and their teams) view adding headcount through a business lens. 

Here are 2 common consequences of not having a rigorous process for justifying adding a new employee:

•  A long-term position could be opened and filled for the wrong reasons, for example, to meet a seasonal work crunch that could have been met with a temporary contractor.
• The costs associated with an unnecessary hire go well beyond the salary of the new hire--they include recruiting costs, learning curve, and staff time to interview and train. Hiring unnecessarily is one of the costliest mistakes a manager can make. 

Justifying Additional Staff - an example close to home

Let’s say my family and I decide to hire someone to help with housekeeping.  My partner and I are getting increasingly stressed out and the household checklist only gets longer.  Stuff is falling through the cracks. We find ourselves getting to bed later each night to get things done and it just doesn't seem doable anymore. 

Q:   Are those good enough reasons to bring in the help?     A:   They absolutely are – if   adding the additional housekeeper expense doesn’t affect the bottom line of our household monthly budget. 

Let’s consider the options:

• Reduce other discretionary expenses:   I could eliminate the Starbucks and the lunch expenses.  Reduce the number of times we eat out.  Ditch the monthly salon expense and use hairdresser-in-a-box to dye my roots. Bonjour Loreal Paris?  Decrease the number of empty wine bottles that end up in the recycling bin. Hunt for coupons.
• Increase productivity or efficiencies: I could reduce the amount of time spent on Netflix, or Facebook.  Get a Roomba to do my vacuuming.  Ask my kids to get a part time job or learn to take the bus or carpool.  I could maximize efficiency by re-jigging family member responsibilities to leverage everyone's skill sets. 
• Increase revenue. I could ask for a raise. Get promoted.  Upgrade my skills to make myself more marketable. Change jobs.  Draw on my home equity line of credit. Clean out the garage and sell stuff on Craigslist. Buy lottery tickets. 

The take away is that there are some tough decisions and sacrifices to be made because my monthly household budget has a bottom line.  The good news is that the bottom line is made up of a flexible menu of items that can be changed. Both the revenue and expense line can be modified,  (10-3) = 7.  (8-1) = 7, as long as the end result is 7.  

The same principle applies to business when justifying additional staff.  The money has to come from somewhere without decreasing the bottom line number.  An exception to this is when it can be shown that there's a high probability of future return on investment in human capital.   

The engine for this analysis is called a business case.

Resistance to New Hire Justification

• Be prepared. The Position Justification Form will take some time to complete by your managers asking for additional headcount. It requires some calculations and work up front, but is well worth the effort. You will encounter fierce resistance and push back from managers when asked to justify a new position and do the homework, particularly if your small business managers aren't accustomed to robust hiring processes or controls . 
• Managers may even threaten to quit! You may hear words like, ‘bureaucratic’, ‘unnecessary’, or ‘HR make-work project’.   And you'll definitely hear, ‘I’m too busy to fill out this form’! Be friendly but firm. Follow through with your request and insist that this be done. Managers are paid to manage, plan, and justify resources. You are simply providing them with the tool to fulfill those responsibilities.

Use your ‘red tape chips’ wisely when requesting staff to complete time-intensive processes. It is highly recommended that you insist your managers follow  this process.

And if you’re really bold

• Ask a stakeholder with a healthy respect for the bottom line (for example, an investor) to vet all requests for new hires outside of the budgeting process.  A face to face interview is conducted with the hiring manager to present his business case.  This scenario transfers the 'bad cop' label to an external entity. 
• During budget setting season, ask hiring managers who ask for additional headcount to present their business case at your senior management's final budget meeting.

Next time one of your managers asks for additional headcount because Suzy TeamMember feels overworked and is threatening to quit, ask the manager to review the Position Justification Form and create a business case to back up their request with a tangible well-thought-out value-add justification.  If they threaten to quit or stomp their feet, perhaps ask them how they would handle their significant other insisting on <insert: hiring a housekeeper, buying a new boat, getting plastic surgery>.   You could also send them this article!    

How To Build A Business Case To Hire More Staff

When you're managing a team and you know it's time to hire more staff, it can be hard to get the green light. For a start, you have to check if the company budget will let you and you will have to get the 'go-ahead' from senior management. If you're in urgent need of more staff and your senior management is resistant to the idea, then here is how to build a business case to hire more staff.

Why is building a business case the best approach?

It's easy for a senior manager to say 'no' when you don't have any evidence to back you up.

Hiring new staff is an additional cost for the company so senior management will always want proof that hiring new employees will be beneficial (and profitable). Having a business case is a supported proposal you can use to persuade your management that hiring new employees is the best solution for you, your team and the company.

What does a business case look like?

Your business case can take many different forms.

You can create a presentation or a multiple page document. It all depends on what your senior management is like. Do they have time to read a detailed report or would they rather have a 10-minute presentation? You don't want to spend hours on your business case if the format will have no impact.

Before you start building your case, speak to your senior management first and tell them you would like to hire more staff. If they say, "yes, that's fine" then you won't need to build a case but if they don't seem keen on the idea, then you will need to book a meeting with them to talk about it.

From your own experience working with your management, you might already know the best format for your business case, otherwise, ask them which they would prefer to see: a presentation, a report, a spreadsheet, etc.

Once you know your format, then it's time to start building your case.

How to build a business case (and what to include)

To help you create a business case quickly and successfully, we've highlighted the key elements you really need to include to state your case and persuade your higher management, your team will benefit from extra help and it will benefit the company too.

Perform an audit of your staff's current work

Doing an audit will help you show how much work your team is doing. Your management will want to see your team's current performance and determine whether they are actually working at full capacity.

You can complete an audit by speaking to your team individually. Ask each of your staff how much time it takes to complete their tasks and responsibilities. Mapping out their weekly tasks on a spreadsheet and highlighting how much time it takes to do each task will help you show each employee is working at their full capacity.

By showing your team is struggling to complete workloads or it's just impossible to take on any more work, it will encourage senior management to hire more staff.

Highlight the negatives of not hiring more staff

Explaining the negatives will help senior management realise there is a detriment to the company if they don't hire. Here are some examples:

·       Projects will not be completed on time

·       Customer satisfaction is declining

·       Work quality is significantly reduced

·       Negative impact on ROI

·       Current employees are suffering from stress and overworking

Make sure you have evidence to support your claims.

For example, if your team is working at full capacity and you've noticed your customer satisfaction has declined, you can show testimonials or responses from customer surveys. Having evidence will have a bigger impact on your senior management rather than repeating what you've heard someone else say.

The financial benefits of new staff

Once you've explained the negatives, explain the benefits of adding new staff to the team. Explain how new employees will benefit the company and benefit how your team works.

Here are some examples:

·       Your team will be able to take on more work because you will have a bigger workforce.

·       Bigger teams mean more support which means your team will have more helpwhen working on time-sensitive projects.

·       You won't have to hire freelance or temporary staff anymore. If you'recurrently hiring temps or freelance, they will be a major and recurring cost.There are many benefits to having an in-house employee instead.

·       Growing internal teams looks good for clients and customers, from their point of view, a bigger company looks more successful so inspires repeat business.

Explain what type of staff you need

After you've explained the benefits of hiring more staff, you need to explain what type of staff you're looking to hire. It will show your senior management that you've thought this through and you've got a plan prepared.

Describe what type of employee(s) you're looking for:

·       How many people do you want to hire?

·       What would their job title be?

·       How much experience will they need?

·       What skills will they need?

·       What will their main responsibilities be?

·       Who would they work with?

·       What salary would they need? This gives your senior management a clearer indication of how much it will cost.

Having a clear plan of action will likely impress and show your manager that your business plan is clearly planned and organised.It's probable they will rely on you to hire the new employee (which is perfect because you will know exactly the type of person you need for your team).

After you've prepared your case, practice your presentation to friends and/or colleagues. They can help identify anything you've missed. When you're ready, present your business case to hire more staff to your senior management. Good luck!

Your business case was a success... what's next?

Once you've got the green light to go ahead and hire more staff, it's time to create your job advert and start the recruitment process.

Cubiq is geared for people who want to expand their team quickly and find the best talent. We partner you with a specialist consultant within your field who will guarantee to represent you and your business in the most professional way and deliver quick and accurate results.

See how easy and simple it is to recruit with us by calling our team on 0161 214 3842 or email [email protected] for a call back.

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How to develop a staffing plan

Lucid Content

Reading time: about 8 min

Your employees are one of your greatest assets. However, too often, organizations struggle to manage their human resources and plan for the future. In fact, according to a survey from the Society for Human Resource Management, 43% of HR professionals say human capital is the largest "investment challenge" for employers. 

Plagued by turnover, skills gaps, over-employment, low productivity, and ever-changing business landscapes, it’s no wonder that businesses are struggling to keep up. But these issues can be mitigated with a strategic staffing plan. 

Use the following tips to learn how to develop a staffing plan that puts the right people in the right place at the right time. 

What is a staffing plan?

A staffing plan answers the questions: 

• What work needs to be done?
• How many people do we need to employ?
• What skills and experience are necessary to do this work?
• What skills gaps need to be filled (and are there any areas of redundancies)?

Staffing plans can encompass the entire company or apply to smaller teams or departments and even individual projects. 

For example, if your company’s business goals focus on expanding its salesforce in the coming year, a staffing plan can help prepare the sales department for that growth—so that the right people with the right skills are brought on board at the right times. 

Additionally, a staffing plan helps your business to:

• Reduce labor costs and maximize productivity.
• Eliminate skills gaps.
• Increase employee engagement.
• Increase employee retention and reduce turnover.
• Improve customer experience.
• Streamline business growth.

Having a clear staffing plan helps prevent issues that could delay growth or hinder the quality of your products and services that could result in unhappy customers and lost business opportunities. 

Not only do staffing plans help companies effectively recruit, hire, and develop employees, but they also help guide budgeting and financial decisions within the organization. 

How to calculate staffing needs

A staffing plan involves three main steps:

• Determining current staffing levels 
• Forecasting future staffing needs
• Identifying the gaps between the two

Once you’ve assessed your staffing needs, you can outline recommendations for how to address those needs, which might include recruiting and hiring new talent, promoting internally, focusing on training and employee development, or adding contractors to your staff. These forecasts and recommendations will help you develop your overall human resources plan for the organization.

Use the following steps to learn how to calculate staffing needs and make a plan for the future.

1. Identify the business goals

Before you dive into staffing plans and changes, you need to know what the overarching goals are for the business. These goals are typically outlined in a strategic business plan. Use this plan to clarify the company’s objectives and align the staffing plan accordingly.

What you do with your staff will affect business outcomes (for better or for worse), so you want to make sure the two plans align.

For instance, if the business plans to open a new location, you may need to move current staff around or hire new employees to fill those roles. The business plan will help inform those staffing decisions.

2. Determine your current staffing situation

To develop a staffing plan, you must first understand your current staffing environment.

If you have a robust HR database, this step could be reasonably straightforward. However, if you host personnel information on multiple sources, you will first need to consolidate that data into one source of truth. Work with business leaders and managers to help you ensure accurate and complete data on your human resources.

Once you have your staffing data in one place, you can assess the current staffing environment and begin to pull actionable insights from the data.

Pay particular attention to:

• The number of people on staff
• Staff distribution (team size and who works where)
• Skills and competencies within the workforce
• High performers and potential leaders 
• Low performers or “flight risks” who could indicate turnover
• Staff age and tenure (to anticipate retirement numbers)

Pulling out these data will help you better understand the current staffing landscape and more accurately identify staffing needs and opportunities down the road. 

Lucidchart can help you assess your current staff to glean new insights. Import employee data directly into Lucidchart to build an org chart or group employees in Smart Containers by role, competencies, performance, etc. Visualizing your workforce can help you identify important relationships, correlations, or gaps in the staffing.

3. Forecast future staffing needs 

After you assess your current staffing landscape, it’s time to make some predictions about your future staffing needs. 

As you conduct your staffing needs assessment, you will want to consider the factors that can affect staffing decisions and opportunities, including: 

• Business goals 
• Turnover rates and projections
• Expected mergers or acquisitions
• New product launches
• Business investments (e.g., new technology) 
• Changes in the economy
• Competitors attracting key talent 
• Industry labor costs
• Unemployment rate 

All of these internal and external factors can influence the workforce and your staffing needs. 

While forecasting will always involve some guesswork, you can make confident, educated, (and more accurate) predictions using the following methods.

Trend analysis

Trend analysis works well for established businesses with several years under their belt. Trend analysis uses historical data (i.e., past experience) to inform future needs. 

To perform a trend analysis, start by gathering historical data. Focus on gathering information for at least the past five years—but you may want to go back as far as 10 years. (Keep in mind that the larger the sample size, the more accurate the results.)  

Collect data on the following: 

• Hiring and retirement patterns
• Transfers and promotions
• Employee turnover
• Years of service
• Employee demographics
• Skills and qualifications
• Past work experience

Once you have collected the data, you can analyze it to understand turnover rates over time as well as to discover trends or patterns between the data sets.

Ratio analysis

A ratio analysis is a dual-purpose forecasting method that both predicts staffing demand and compares forecasting results against an industry standard. 

The beauty of the ratio analysis is that it doesn’t rely on historical data to predict future demand. This is an advantage for younger companies who don’t have the benefit of years of historical data to provide insight into future trends. 

Here’s how it works.

A ratio establishes a relationship between two things. A business can calculate ratios between business factors like future sales revenue predictions and staffing requirements. 

For example, let’s say your business plans to expand its sales in the coming year and predicts sales revenue at $500,000. You’ll need to estimate how many sales employees you will need to support that growth. 

To calculate this, you need to determine the ratio between sales revenue and staff. To do this, divide current sales revenue by the current number of sales employees. If the ratio is 50:1 (with 50 representing $50,000 in sales), that means a sales revenue of $500,000 would require 10 employees. 

Once you have that ratio, you can then identify gaps in your staffing. For instance, if you plan to increase your sales revenue to $500,000 but currently have only five employees, you know you will need to hire five more people to support that goal. 

4. Do a gap analysis

With your current and future staffing assessments complete, you can compare the two reports for gaps. In other words, look at where your staff is now and where it needs to be. What discrepancies are there? Do you need more staff? Are there skills missing from your current workforce that you will need in the future to meet your business goals?

Note any gaps between the two assessments.

As you go through this process, our skills supply and demand chart can help you determine how many current employees and job candidates have the skills you need and whether you should hire or train to gain those competencies.

Make sure that your workforce has the skills and experience required to meet company goals. Learn how to conduct a skills gap analysis.

5. Make a staffing plan

With your staffing needs analysis completed, you can now make a plan. 

Your staffing plan might include recommendations to implement a corporate training program to address skills gaps or to develop succession policies to streamline handoffs following retirements or promotions. 

During this process, work with the business’s leaders to create a strategic action plan to address staffing needs that aligns with the organization’s goals, culture, and mission. 

Learn how Lucidchart can help your organization plan for the future and hire employees with the right skills.

About Lucidchart

Lucidchart, a cloud-based intelligent diagramming application, is a core component of Lucid Software's Visual Collaboration Suite. This intuitive, cloud-based solution empowers teams to collaborate in real-time to build flowcharts, mockups, UML diagrams, customer journey maps, and more. Lucidchart propels teams forward to build the future faster. Lucid is proud to serve top businesses around the world, including customers such as Google, GE, and NBC Universal, and 99% of the Fortune 500. Lucid partners with industry leaders, including Google, Atlassian, and Microsoft. Since its founding, Lucid has received numerous awards for its products, business, and workplace culture. For more information, visit lucidchart.com.

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Business case for hiring additional staff

Our Business Case For Hiring Additional Staff are topically designed to provide an attractive backdrop to any subject. Use them to look like a presentation pro.

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Presenting our set of slides with Business Case For Hiring Additional Staff. This exhibits information on seven stages of the process. This is an easy-to-edit and innovatively designed PowerPoint template. So download immediately and highlight information on Current State, Desired State, Opportunity Statement, Action Plan, Summary.

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Content of this Powerpoint Presentation

The workforce or staff is one of the strongest pillars of an organization as it is the main interactive element that connects with the product or service you are offering. To cater to the requirements of any project or plan, you need some personnel by your side. 

However, determining the actual number of employees required to complete any project is subjective and fairly tough. You can take the help of project planning to determine staff requirements but even that can fail as a plan is drafted using theory (past experiences, intuitive feelings, and case studies). 

When you execute the plan, you may feel the need to add or hire some additional staff for smooth operation and timely completion of the project. However, the management may not always side with your demand for additional staff. You need to make a strong case to prove your side. And, we can help you do the same. 

Using SlideTeam’s 100% customizable template of a business case for hiring additional staff, you can enlighten the management about the need for additional staff using strong and valid reasons. So, check out the template below and justify your requirements with ease.

Looking for a way to represent your staff requirements? Take the help of this template that shows some extensive steps to justify the hiring of some additional staff with ease. 

Template 1: Business Case for Hiring Additional Staff

The template allows you to showcase the Opportunity Statement, an Action Plan, the Current State, the Future State, the Desired State, a Summary, and the Short Term Return on Investments. Within the Opportunity Statement Box, you can state that employing an additional staff will bring in revenue of $1 million to $2 million. This will help you grasp the attention of your audience. Similarly, you can also showcase some details in the Action Plan box stating what will be your plan of action with the additional staff to offer a clear picture. 

Here’s the perfect template for the business case for hiring new staff that will help you gain the required human capital with ease. 

Justify Your Side and Hire Additional Staff with Precision 

It's not as easy to awe the management and make them agree to offer you some additional staff. The main reason behind this is the possibility of a sudden increase in expenditure and usage of spare resources. However, if you can justify that your requirements are genuine and beneficial for the organization as a whole, then you won’t have a hard time convincing the management. The above template will help you do the same by laying out some details for a better understanding of your audience. 

Still looking for an alternative? Try this PPT template on Hiring Additional Staff to provide extensive and detailed information to the management about your additional staff requirements, its benefits, and more. 

Business case for hiring additional staff with all 2 slides:

Use our Business Case For Hiring Additional Staff to effectively help you save your valuable time. They are readymade to fit into any presentation structure.

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Staffing Agency Business Plan

As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

• Fill in the blanks – Outline
• Financial Tables

How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

• The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
• Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
• Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

• Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
• Be specific and provide detailed information wherever possible.
• Include charts and graphs to help illustrate your key points.
• Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

• Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
• Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

• Include a table of contents for the appendix section to make it easy for readers to find specific information.
• Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
• Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
• Include any legal documents such as permits, licenses, and contracts.
• Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
• Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

Fill-in-the-blanks and automatic financials make it easy.

This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently asked questions, why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

• Bank loan – You may apply for a loan in government or private banks.
• Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
• Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
• Angel investors – Getting funds from angel investors is one of the most sought options for startups.
• Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

About the Author

Upmetrics Team

Upmetrics is the #1 business planning software that helps entrepreneurs and business owners create investment-ready business plans using AI. We regularly share business planning insights on our blog. Check out the Upmetrics blog for such interesting reads. Read more

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How to Write a Letter Requesting Additional Staff

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When your department has more work than it can handle, adding staff members may seem like the logical solution to you. Unfortunately, your manager might not agree with your assessment. Providing evidence that your department will be unable to meet its goals without additional employees is the key to ensuring the approval of your request. Before you begin writing a letter requesting additional staff, make sure you have all the facts and figures in front of you to support your request.

Identify the Need

Begin the letter by explaining that you are requesting a specific number of new employees. List the job title and rank of each new position requested. Avoid guessing when it comes to requesting additional staff. Mention if the request is for permanent or temporary employees.

I am requesting permission to immediately hire 30 half-time seasonal employees in the shipping department .

I would like to hire one other full-time sales associate for the new branch office.

Justify the Reason

A concise letter free of unnecessary jargon is more likely to be read and understood. Use clear headings, concise wording and focused answers to ensure that your manager can quickly identify what is being requested and why. Explain how the lack of manpower is preventing you from accomplishing your goals. You might add that although you have the same number of employees, your workload has increased significantly. If a hiring freeze prevents you from replacing employees who resign, mention this fact. Indicate how business is being negatively impacted.

The new advertising campaign has increased sales by 40 percent, and we are falling behind in processing orders within 24 hours, which is our target goal. We can't keep up without temporary help during the holiday season.

Customers are complaining and walking out the door because they have to wait in line for help when purchasing a cell phone.

Stress Potential Benefits

Describe how each of the requested employees will enable your department to complete work on schedule. Explain in detail what type of work each new employee will perform and how completion of the work will help the department meet goals and deadlines.

With 30 additional seasonal employees we would be able to expand hours of operation and work 24/7 during the holiday rush. We would assign the seasonal people to picking and packing.

I would like to hire one full-time associate to help cover evenings and weekends when the branch office does the most business.

Explain Cost Benefit Ratio

State your current departmental budget. List the proposed salaries for the new positions and provide a new yearly total for salaries that includes the proposed new positions. Provide details of your plans for covering the expenses of new employees, such as relying on increased profits to cover staffing costs.

The new advertising campaign has already brought in an additional $250,000 since September, which is more than enough to cover the cost of 30 half-time seasonal employees working at minimum wage for a three month period.

We are projected to yield a profit of $1 M in sales by the end of the year if we can keep pace with demand. Adding one full-time sales associate at an annual cost of $32,000 seems like a smart investment. We're paying close to that right now in overtime.

Identify What's at Stake

Describe the impact on the department if the request is not approved. If your department will not be able to meet a crucial deadline, mention this fact. If lack of manpower will cause a significant slowdown in your department, describe how this slowdown will affect other departments in the company. Provide facts and figures if possible. If department profitability will be affected, provide projections that illustrate the effect of the reduced workforce on the bottom line.

Temporary seasonal employees are needed as soon as possible. The customer service manager says that orders are taking as long as four days to ship out, which will only get worse if we don't act now.

The new branch office has consistently exceeded sales goals, thanks to our highly ambitious sales associates. However, we can't expect them to keep working 12-hour shifts. They might quit and take jobs with our competitors if we don't hire another person soon.

Express Appreciation

Inform your manager that you appreciate his consideration of your request and would like to meet soon to discuss the matter in more detail.

Thank you in advance for your thoughtful consideration of this request. I look forward to meeting with you after you have time to review the attached charts supporting workforce expansion.

• Baylor University: Request Justification
• Tech Republic: A Roadmap for Asking for More Headcount
• A concise letter free of unnecessary jargon is more likely to be read and understood. Use clear headings, concise wording and focused answers to ensure that your manager can quickly identify what is being requested and why.
• Avoid guessing when it comes to requesting additional staff. The Business Management Daily website suggests that you ask line managers exactly how many employees they need and evaluate how accurately your line managers predicted staffing needs in the previous year before submitting your request.

Working at a humane society allowed Jill Leviticus to combine her business management experience with her love of animals. Leviticus has a journalism degree from Lock Haven University, has written for Nonprofit Management Report, Volunteer Management Report and Healthy Pet, and has worked in the healthcare field.

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