Early preparation plays an important role in helping teams manage capacity, avoid rushed recruitment and ensure they have the right support at the right times. A thoughtful workforce plan does not predict the year ahead with certainty. Instead, it gives employers a structured way to understand their capability needs and make informed decisions as demand changes.

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Reviewing the past year to understand future needs

A practical starting point is a careful review of the past 12 months. Employers can look at when workloads were highest, where turnover created pressure and which skills were consistently in demand. These insights highlight where additional support may be needed in 2026, whether through permanent roles, temporary or contract staff, or targeted upskilling for existing employees.

Periods where internal capacity was stretched can also indicate recurring pinch points. Identifying these patterns early allows teams to prepare job briefs in advance, consider internal development pathways and understand where temporary support could help maintain continuity during busy periods.

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Strengthening role clarity and building talent pipelines

Clear job design is a core component of effective workforce planning. Updating position descriptions, refining responsibilities and confirming reporting structures all contribute to stronger recruitment outcomes. When roles are well defined before going to market, candidates have a clearer understanding of expectations and are more likely to succeed in the long term.

At the same time, employers can begin building both internal and external talent pipelines. Internally, this may include employees with potential to take on broader responsibilities or step into new roles during organisational growth. Externally, it can involve maintaining contact with strong temporary staff, previous applicants or known candidates who may be suitable for future opportunities.

Recruitment partners, like our team at WellsGray, can support this by keeping track of engaged, high-quality talent and introducing them when a relevant role becomes available.

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Using temporary staffing to maintain momentum during transitions

Temporary and contract staff can play a valuable part in workforce plans, especially during periods of organisational change or when permanent roles are being recruited. They help teams stay on track, maintain customer service levels and manage operational requirements while longer-term hiring decisions are made.

This flexibility is particularly useful when employers are refining job designs, aligning new structures or assessing the capability mix required for 2026. Temporary staff provide breathing room for considered decision-making, improving the quality and pace of permanent recruitment.

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Creating a flexible framework for 2026

Effective workforce planning isn’t static. It provides a flexible framework that helps employers respond to evolving priorities while maintaining stability. By combining a review of the past year with clear role definitions, ongoing talent pipelines and strategically timed temporary support, organisations can enter 2026 with greater confidence.

If your organisation is looking to build a more considered approach to workforce planning for the year ahead, the WellsGray team can support you in preparing for a strong start to 2026.

Get in touch with us at reception@wellsgray.com.au

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