As we step into the third quarter, HR leaders have a timely opportunity to pause and refocus. Business goals may have shifted, teams may need new direction, and talent strategies must evolve to support changing priorities. Whether it’s hiring, succession planning, or strengthening alignment across departments, Q3 is a chance to course-correct and drive impact for the rest of the year. Here’s a practical 9-point checklist to evaluate your team’s readiness and set a clear, actionable path forward.
1. Reassess your hiring forecast
Review current headcount plans with your leadership and department heads to ensure they still align with business goals. What was true in Q1 may no longer be relevant, especially with shifting budgets, project changes, or economic fluctuations. Use data from the first half of the year, such as time-to-fill, offer acceptance rates, and quality-of-hire metrics, to adjust expectations and prioritize hiring for the roles that matter most in Q3.
2. Refresh job descriptions
Outdated or generic job descriptions can be a roadblock to attracting the right talent. Revisit the language, responsibilities, and required skills in open or upcoming roles to ensure they reflect current team needs and future potential. Work with hiring managers to add specificity, eliminate jargon, and communicate not only what the role demands but also what it offers in terms of growth, culture, and purpose. A clear, modern job description can help you stand out in a crowded talent market.
3. Audit your talent pipeline
If your top-priority roles were suddenly vacated, would you have strong candidates ready to step in? Review the health of your talent pipelines by function and level. If gaps exist, take a proactive approach to sourcing through talent communities, alumni networks, social channels, or employee referrals. Don’t wait for roles to open before starting conversations. A healthy, diverse pipeline can significantly shorten hiring cycles and improve talent quality over time.
4. Revisit succession planning
Succession planning is more than a spreadsheet—it’s a commitment to developing your future leaders before you need them. Reevaluate succession plans for key leadership and technical roles and assess whether your identified successors are still aligned and engaged. Consider whether they’re receiving enough stretch opportunities, mentorship, or visibility to prepare them for their next step. If gaps exist, utilize Q3 to establish structured development paths and enhance leadership continuity.
5. Align teams with Q3 goals
A new quarter is an ideal moment to realign teams with refreshed goals and expectations. Ensure every department and individual understands how their efforts contribute to broader business objectives. Facilitate conversations around goal-setting using OKRs or SMART frameworks and communicate cross-functional dependencies. When employees see the connection between their work and company success, motivation and accountability naturally improve.
6. Evaluate manager readiness
Your people managers are the front line of execution, engagement, and culture, so it’s important to check in on their capability and capacity. Are they equipped to lead their teams through Q3 challenges? Consider offering targeted training in areas like coaching, performance conversations, or managing distributed teams. Even a simple check-in or leadership roundtable can surface pain points and build a stronger sense of support and community among managers.
7. Check in on engagement
Employee morale can dip mid-year, especially if workloads have been heavy or recognition has been light. Use Q3 as a checkpoint for engagement through pulse surveys, informal feedback sessions, or one-on-ones. Look for signs of burnout, disengagement, or lack of clarity in career direction—especially among high performers or recently promoted employees. Small, timely actions like acknowledging wins, offering flexible schedules, or creating space for growth conversations can go a long way.
8. Promote internal mobility
Promoting from within not only boosts retention but also accelerates ramp time and morale. Take stock of open roles and ask: could these be filled by existing talent? Make career paths more visible through internal job boards, learning programs, or spotlighting internal success stories. Support employees with tools to explore lateral or upward moves and encourage managers to have regular growth conversations to identify and nurture emerging potential.
9. Use data to guide decisions
Q3 is the perfect time to double-click into your HR and workforce analytics. Look at hiring data, turnover trends, internal movement, engagement scores, and diversity metrics. Identify where progress is strong and where gaps still exist. Use these insights to prioritize initiatives and present a clear, data-backed picture to your leadership team. Good data doesn’t just track progress—it builds the case for investment and action in your people strategy.
Conclusion
Q3 is not just another calendar checkpoint—it’s a strategic moment to reflect, refocus, and recharge your talent strategy. By proactively assessing hiring plans, succession readiness, team alignment, and employee engagement, HR leaders can ensure they’re not only responding to current business needs but also setting the stage for long-term success. Use this checklist as both a guide and a conversation starter with your leadership and HR teams. When people’s strategy and business strategy move in sync, great things follow.
