The global skills and competency framework for the digital world

Resourcing RESC

Acquiring, deploying and onboarding resources.

Revision notes

Updates for SFIA 9

  • Theme(s) influencing the updates for this skill: Making SFIA easier to consume (enhance readability/guidance/descriptions), Making SFIA easier to consume (new levels).
  • New level 2 added to support entry-level roles.
  • You can move to SFIA 9 when you are ready - SFIA 8 skill descriptions will still be available to use.
  • Previous SFIA assessments or skills mapping are not impacted by this change.

Guidance notes

Resources include, but are not limited to, salaried employees, temporary staff, consultants and contractors. Resourcing may be undertaken for departments, teams, projects, or individual roles. Resourcing should be attributed to those whose role is the specialised practice of acquiring and integrating resources into the organisation.

Activities may include, but are not limited to:

  • recruiting, selecting, deploying, onboarding and transitioning resources
  • assessing candidates using methods such as, but not limited to, interviews, assessment centres, CV/resume review, tests and exercises
  • ensuring compliance with relevant statutory or external regulations and codes of good practice
  • enhancing recruitment using workforce and process analytics
  • proactively building talent pipelines aligned to future strategic skills
  • adapting sourcing approaches to attract candidates for hard-to-fill needs
  • measuring the effectiveness of resourcing approaches using methods such as, but not limited to, retention analysis, media and supplier assessment, customer satisfaction and validation of selection methods.

Understanding the responsibility levels of this skill

Where lower levels are not defined...
  • Specific tasks and responsibilities are not defined because the skill requires a higher level of autonomy, influence, and complexity in decision-making than is typically expected at these levels. You can use the essence statements to understand the generic responsibilities associated with these levels.
Where higher levels are not defined...
  • Responsibilities and accountabilities are not defined because these higher levels involve strategic leadership and broader organisational influence that goes beyond the scope of this specific skill. See the essence statements.

Developing skills and demonstrating responsibilities related to this skill

The defined levels show the incremental progression in skills and responsibilities.

Where lower levels are not defined...

You can develop your knowledge and support others who do have responsibility in this area by:

  • Learning key concepts and principles related to this skill and its impact on your role
  • Performing related skills (see the related SFIA skills)
  • Supporting others who are performing higher level tasks and activities
Where higher levels are not defined...
  • You can progress by developing related skills which are better suited to higher levels of organisational leadership.

Show/hide extra descriptions and levels.

Levels of responsibility for this skill

2 3 4 5 6

Resourcing: Level 2

Level 2 - Assist: Essence of the level: Provides assistance to others, works under routine supervision, and uses their discretion to address routine problems. Actively learns through training and on-the-job experiences.

Assists with resourcing tasks under routine supervision.

Helps with recruiting and onboarding new employees.

Supports the documentation and tracking of resourcing activities.

Resourcing: Level 3

Level 3 - Apply: Essence of the level: Performs varied tasks, sometimes complex and non-routine, using standard methods and procedures. Works under general direction, exercises discretion, and manages own work within deadlines. Proactively enhances skills and impact in the workplace.

Supports managers and teams in resourcing and recruitment activities.

Uses recommended tools for planning, scheduling and tracking resourcing activity.

Provides guidance on resource management and recruitment software, procedures, processes, tools and techniques.

Resourcing: Level 4

Level 4 - Enable: Essence of the level: Performs diverse complex activities, supports and guides others, delegates tasks when appropriate, works autonomously under general direction, and contributes expertise to deliver team objectives.

Facilitates and supports the execution of resourcing activities in collaboration with managers and teams.

Analyses resource requests to determine tasks, skills and effort required. Creates and communicates open positions internally and externally. Conducts interviews and assessments using a planned format and structure.

Implements internal resource allocation matching skills to tasks. Contributes to transitioning of resources, complying with relevant statutory or external regulations and codes of practice.

Resourcing: Level 5

Level 5 - Ensure, advise: Essence of the level: Provides authoritative guidance in their field and works under broad direction. Accountable for delivering significant work outcomes, from analysis through execution to evaluation.

Plans and manages the acquisition and deployment of resources to meet specific needs and ongoing demand.

Defines and manages the implementation of resourcing processes and tools. Advises on available options and customises resourcing approach to meet requirements. Adheres to standards, statutory or external regulations and codes of practice and ensures compliance.

Engages with external parties in support of resourcing plans.

Measures effectiveness of resourcing processes and implements improvements.

Resourcing: Level 6

Level 6 - Initiate, influence: Essence of the level: Has significant organisational influence, makes high-level decisions, shapes policies, demonstrates leadership, promotes organisational collaboration, and accepts accountability in key areas.

Defines resourcing approach for a significant part of the organisation in line with workforce plans and strategic business goals.

Communicates resourcing approach and obtains organisational commitment. Advises on standards, regulations and codes of practice and ensures compliance.

Maintains a strong external network and supplier framework to support sourcing and acquiring resources.

Leads development of plans and budget to ensure the organisation has appropriately skilled resources to meet organisational objectives and commitments. Reviews the ongoing success and effectiveness of resource management processes.

Keywords
New level Guidance notes