Assess Your Workforce Planning Maturity

Different levels of workforce planning maturity come with different obstacles. Explore the Four Stages of Workforce Planning Maturity to start mapping which solutions will resonate with your program.

🟥 Stage 1: Nascent

“We’re always putting out fires and rarely have visibility into hiring needs beyond the next requisition.”
UR operates in fire-drill mode with no structured forecasting, limited visibility, and low credibility across the business.

🟧 Stage 2: Foundational

“We have basic processes, but we still end up scrambling when late hiring requests come in.”
Some early forecasting efforts exist, but they’re inconsistent, manual, and rarely influence upstream decisions.

🟨 Stage 3: Established

“We have regular forecasting processes, but adapting quickly to sudden market changes remains a significant hurdle.”
Forecasting is standardized and tied to hiring, but struggles to adapt to sudden shifts or enable agile scenario planning.

🟩 Stage 4: Cutting Edge

“We’re deeply involved in strategic decisions, proactively planning years ahead and shaping future talent needs.”
UR drives proactive, data-backed planning in partnership with the business, using robust tools and multi-year forecasting.

What’s Your Workforce Planning Stage?

Take our quick, 1-minute quiz to pinpoint where your program stands.

Three Steps to Better Workforce Planning

Explore these three guides to accelerate your workforce planning maturity.

Building a Headcount Forecasting Model: 101

Forecasting intern-to-full-time conversion doesn’t have to be guesswork. This guide offers a clean framework for building a credible headcount forecasting model, including the inputs, assumptions, and buffers needed to reflect real business demand.

Take the First Step

Calibrating & Adapting Your Headcount Forecasting Model

Building a headcount forecasting model brings structure and discipline to University Recruiting workforce planning. But, even well-designed models drift out of alignment if their inputs and assumptions aren’t actively reviewed and calibrated. Even minor shifts can materially change your intern hiring targets.

Refine for Reality

Socializing Your Headcount Forecast

Forecasts only drive decisions when stakeholders trust the assumptions behind them. This guide shows how to move from analysis to execution, so your forecast is understood, validated, and used.

Gain Buy-In