Now we’ll talk about how often we need to run this process. Well, if you manage to do it once, big pat on your back, and you’ll see instant results. Hiring managers will be applauding you. Your CHRO will be wide-eyed with the business productivity output. They’ll be thinking of getting the employee of the year accolade ready. However, as with all data sets it needs to be kept up to date. As time moves on so do changes within our line manager’s teams. People will be moving, internal moves happening, new projects on the horizon. So best practice that we see across all of our customer base is for this process to be repeated every quarter. This is the sweet spot of obtaining maximum information, versus the burden on our line managers to complete this exercise. So, whilst we’re talking about hiring manager burden, let me talk about how much is expected of them to complete this exercise. Typically we see it taking between 10 and 15 minutes from start to finish. That’s it. If at this point you think that a manager spending 10 to 15 minutes every three months, thinking about their teams future hiring demand is too much of a burden, then perhaps we need to take a look at why you think this. Perhaps you’re currently in a master-servant relationship, too afraid to ask the very population that you’re trying to give a better service to. Think of the overall gain to them. 15 minutes doing this will save hours, days, weeks and months of overtime, empty chair time, project delays etc. Offer them that and they’ll think this is a no-brainer. Because it is a no-brainer. We often guide our customers through this nervy time of making their managers more accountable for this as we can’t do it for them. We do see a lot of functions that are stuck in this master servant relationship, but it is possible to flip this almost overnight, you just need to take the first step in recognising it and having the conversation with the CHRO that there is a better way.