Workforce planning tools: see who can fill the gap

Capability, not titles

A job title says what someone does today. Assessment evidence shows what they could do next, on one standard across the business.

Comparable across units and countries
Potential read beside current capability
Built on independently reviewed science

Redeploy first

Every gap filled from inside is a recruitment cost that never lands. Gallup estimates replacing an employee costs between half and twice their annual salary. More on internal mobility.

Each gap costed as move or hire
Hiring budget aimed at real gaps
A redeploy case finance can test

No new system

Capability evidence arrives in the planning conversation in plain language a finance partner can read, with no accreditation needed.

No new planning system to adopt
Reports managers can use unaided
Potential read on demand, not annually

Behavioral assessment

A behavioral assessment of how people work, set up for the roles in your plan, with options for length and depth.

See who’ll perform

Leadership Potential Dashboard

Heatmaps of potential across everyone you assess, at any level, filtered by team or talent segment, so the plan starts from evidence rather than nominations.

See your bench

Reports people can use

Individual reports written for line managers and interviewers without psychometric training, so a move is decided the same way in every part of the business.

Frequently asked questions

What HR and finance teams ask before adding assessment evidence to a plan.

Talk to us

What is strategic workforce planning?

Strategic workforce planning is deciding what capability the organization will need over the next few years and how it will get it: by developing, moving or hiring people. Headcount and cost are part of it. So is knowing what your current people could do next, which is where talent mobility.

Is Saville workforce planning software?

No. We do not forecast headcount, model attrition or replace your workforce planning system. We supply the evidence those systems are missing: what your people can do and where their potential lies, measured on one consistent standard.

How does assessment data improve a workforce plan?

It shows which gaps can be filled from inside. With capability and potential measured across the workforce, each gap is checked against current employees before a requisition opens. Roles you fill often can draw on talent pools of people already assessed, and skills assessment covers specific skills.

Can we use assessments our people have already completed?

Sometimes. A completed assessment can inform a planning decision where that use was part of what it was set up for. If it was a hiring sift for a single role, plan to assess again.

Do our managers need training to read the results?

No. Results arrive in plain language, so line managers and finance partners can read them without accreditation. Everyone assessed also gets a personal report, so the conversation after the plan starts from the same evidence.

Is the science behind it independently reviewed?

Yes. The Wave® assessments underneath were rated 27 out of 30 across six technical areas in an independent review by the British Psychological Society. The review is publicly available.

Bring your next workforce plan to us

Tell us the gaps in the plan and we will show where assessment evidence fits.

Your workforce planning tools say how many, never who

Where we fit

Evidence about people, added to your existing plan.

THE CHALLENGE

ASSESS FOR THE PLAN

SEE THE POPULATION

CHECK INSIDE FIRST

What the plan gains