"Which occupations have the largest gap between current headcount and 12-month projected need?"

Workforce forecast. projected headcount gap by occupation and quarter

The question every CHRO wants answered and almost no system answers without a consulting engagement: "How many people will we be short, and when?"

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Model inputs: Current headcount by SOC occupation · Historical attrition rate (trailing 12 months) · Approved headcount growth plan · Average time-to-fill by occupation. Forecast assumes attrition rates are stable unless overridden. This is a planning tool . a guarantee of future headcount.

Net Gap by Q3 2027

-31 FTE

At current attrition

Fastest-Growing Role

Soft Dev

Need +12 by Q4

Riskiest Shortage

Reg. Nurses

-23 FTE gap by Q3

Roles with Gap

of 24 tracked roles

Projected vs needed headcount. Registered Nurses (29-1141)

Sample data. illustrative only. Shaded gap area = projected shortage at current attrition and fill rates.

Registered Nurses (29-1141): At current 24% attrition and 91-day time-to-fill, the model projects a shortage of 23 FTE by Q3 2027. equivalent to $1.8M in agency backfill cost.
Software Developers (15-1252): Growth plan requires +12 net-new by Q4 2026. Current pipeline and 74-day fill time puts this at 40% probability of on-time delivery without sourcing acceleration.
Customer Service Reps (43-4051): Projected demand flat. Current 22-day fill time provides a sufficient buffer. No action needed.

AI-generated report (sample)

At current trajectory, the organization will be short 31 FTE across 6 occupations by Q3 2027. The Registered Nurse gap is both the largest and most expensive. $1.8M in agency cost is the conservative estimate if no sourcing intervention occurs. The Software Developer shortfall is time-sensitive: the hiring plan requires net adds in Q3 2026, but current pipeline maturity and fill time make this challenging without an immediate sourcing ramp. Recommend bringing this forecast to the Q2 executive team meeting alongside the comp-vs-market analysis for both occupations.

Why this matters for HR leaders

This is the question every CHRO wants answered and almost no system answers without a consulting engagement. RapidDashboard builds it from the HRIS and ATS data you already have.
Combining attrition rate with time-to-fill gives a more accurate gap estimate than headcount-only planning, because it accounts for how long the vacancy lasts, not just that it exists.
Quarterly granularity means you can identify the hiring season you need to accelerate . just "we'll need people next year."

Workforce gap forecast. all occupations

Occupation	SOC	Current HC	Attrition Rate	Growth Target	Avg Fill Days	Q3 2027 Gap	Risk
Registered Nurses	29-1141	62	24%	+8	91 days	-23 FTE	Critical
Software Developers	15-1252	48	11%	+12	74 days	-7 FTE	Critical
Sales Reps, Wholesale	41-3099	27	22%	+4	62 days	-5 FTE	Moderate
First-Line Supv, Prod	51-1011	14	8%	+2	61 days	-2 FTE	Moderate
Production Workers	51-9199	61	18%	0	18 days	-3 FTE	Moderate
Market Research Analysts	13-1161	8	12%	+2	60 days	-1 FTE	Moderate
Accountants	13-2011	9	9%	0	38 days	0	On Track
HR Specialists	13-1071	7	14%	0	29 days	0	On Track
Customer Service Reps	43-4051	34	31%	-4 (efficiency)	22 days	+2 FTE surplus	On Track
Craft Workers	47-2152	22	7%	+1	32 days	0	On Track

Sample data. illustrative only. Real dashboard uses live HRIS attrition, approved headcount plans, and ATS fill-time data.

Other HR dashboards: ← HR Hub Headcount Turnover Cost Time-to-Fill Pay Equity EEO-1 Rollup Safety Claims Comp vs Market Internal Mobility

Answer the CHRO question: how many people will we be short, and when?

Built from your HRIS and ATS data. No data science team, no consulting engagement. Quarterly updates, automatically.

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