/1 Know where to focus your attraction strategies and invest in your recruitment budget.
Big Data could prove useful in skills and contingency planning, because in years to come the employers will be facing shortages in roles that barely exist yet.
/2 Control internal labor supply.
What proportion will be affected, are people at risk of leaving, are there particular individuals that might be critical to the business?
/3 Check external factors.
What are your competitors up to, will the hiring cost more because you put up salaries, what about the supply chain?
/4 Increase recruitment efficiency.
How quickly are the vacancies being filled, are acceptances falling, which indications are not regarded in the labor market?