In addition to publication of GovLoop’s new Guide to Workforce Planning in the Public Sector, there have been a number of recent blog posts on the topic.
I am curious how other public employers are forecasting the actual number of anticipated hires. Many years ago, we could look at anticipated retirements and use that data as a proxy for hiring activity. Today, our labor markets are far more complex. Our counterparts in private industry at companies like Microsoft, Starbucks, and Amazon have all developed pretty sophisticated forecasting models.
What new methods / models have you seen being used in the public sector to forecast actual hiring numbers and trends?
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