APPENDIX 2
BA RECRUITMENT STRATEGY
Explanation: A recruitment strategy for the BA Service sets out what the service needs to achieve via recruitment, the internal and external context and the approach that has been selected to meet the objectives. This will be particularly important for organisations with a large number of BAs, but even a small BA Service needs to consider a mix of grades, gaps in skills and knowledge, future demand and budget constraints and how these issues can be addressed through recruitment.
SUGGESTED CONTENT FOR BA RECRUITMENT STRATEGY
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Context
Purpose of the BA recruitment strategy |
Why has this been created? |
Audience |
Who will contribute to and use the BA recruitment strategy? |
Glossary |
Key terms used, with descriptions |
Related documents |
For example role profiles, job descriptions, career pathways, pay scales, industry research, BA demand forecasts |
Purpose/goals(s) of the strategy |
What is the BA Service hoping to achieve with the recruitment strategy? For example, increase the number of BAs from X to Y, change the mix of grades/levels of experience, introduce a pipeline approach, change the ratio of contract to permanent staff, bring certain skills into the organisation, meet budget targets, etc. |
Demand for business analysis |
What is the current level of BA resource in the BA Service? What is the predicted demand for business analysis capacity and capability for the next X months/years? What is the level of certainty in the demand? What could influence this? What attrition/turnover rates does the service experience? |
Organisational context |
What internal information is relevant to the BA recruitment strategy? For example, organisation growth or reduction, creation or removal of other related disciplines, location strategy, any changes in direction that may impact BA resources |
Internal routes into business analysis |
How might people join the BA Service? What are the related roles? Can relationships be built to facilitate this? How could awareness of the BA career path be raised? |
Local market analysis |
What organisations are key competitors for BAs? Market pay and other attraction factors May include PESTLE analysis |
Pipeline approach |
Is a pipeline approach suitable? What approaches are in use elsewhere in the organisation? Which factors may suggest one pipeline approach over another (e.g. remote location; apprenticeship route aimed at existing residents of the local area; nationally recognised brand – nationwide graduate search and expect people to relocate)? |
Attracting candidates |
How will the BA Service be presented? Are the benefits of working here clear? What has worked well/not worked in the past? |
Channels |
Which routes are available to communicate with and attract candidates? Select primary channels to be used |
Specialist recruiters |
What specialist help is available? What has been successful in the past? (provide evidence) |
Time frame |
For what period is the strategy expected to apply? How quickly do the goals need to be met? |
Constraints |
What other constraints exist that may impact the strategy? |
Costs |
What are the cost implications of different channels, routes and specialist help? |