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Corporate Research Membership

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For progressive CHROs who need ready access to current research related to finding, competing for, hiring, retaining and developing human capital. While there are more than 125 sources for this information, there has not been, until now, one place to locate and review the most significant and high quality material.

12 month membership includes:

  • Research Updates — weekly reviews of the best available HR research, with links and commentary 
  • Access to all proprietary reports (listed below) 
  • Full access to our research library
  • Free searches for research that our library does not yet include
  • Discounts on customized presentations and workshops

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$350.00

  Individual Reports Back to top 

Technology

Technology Report

Not too long ago, technology merely facilitated corporate staffing activities; today it controls them. Top performance is no longer possible without adequate tools. Mastering today’s tools and anticipating tomorrow’s is therefore a critical management competency. The key to that competency is ownership. 

All HR departments use technology, but few own it. This report explains the difference, what that difference means in terms of performance. It is not an explanation of which tools to choose, which depends heavily on a company’s individual circumstances, but rather a roadmap toward better control of, and performance from, all mission-critical HCM tools.

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$45.00

Trends Report

Human Capital Management is a rapidly evolving profession. Its leaders can no longer function effectively without understanding where the world is today, how it got there, and where it’s headed tomorrow. That knowledge must cover not only traditional subjects like compensation and government regulation, but now also labor markets, candidate and employee attitudes and behaviors, business competitiveness and strategy, marketing, and technology.

For decades, the practice of HR—the precursor to HCM— was relatively static. Around the turn of the century that began to change. Today change is constant. Companies are defining HRM’s role very differently and giving them very different tools to work with. One consequence is that substantial performance gaps have developed between otherwise similar organizations.

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$45.00

Recruiting Effectiveness and Retention

recruiting Effectiveness and Retention Report

The ability to staff a company efficiently is important. Inefficient managers don’t win much respect or have much clout. But staffing efficiency is not the end game for top performing organizations. In fact, an increasing number no longer report efficiency metrics up to senior management.

The reason is financial. No matter how efficiently (time and cost) an organization is staffed, the bottom line impact will be be minor. Staffing budgets just aren’t large enough. But effective staffing can have a huge impact on an organization’s top and bottom lines. Financially speaking, how employees perform over time is much more important than their upfront cost. Research has proved this many times over.

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$45.00

Leadership and Business Impact

Until recently, all enterprise staffing departments worked in similar ways. Staffing professionals could move from one firm to another with little friction. Today that is no longer true. Documented performance differences approaching 100% reflect very different ways of performing every staffing related responsibility, from sourcing and retention to tool selection and budgeting.

These rapid changes in the HCM ecosystem over the past decade have put tremendous pressure on CHROs. Business conditions have seesawed from prosperity to recession and back again. Operationally, teams of generalists have evolved toward a teams of specialists and demands to centralize, decentralize, outsource and reengineer and have often pulled in opposite directions.

Based on our last three years of research, this report examines the challenges faced by CHROs today and suggests a blueprint for staffing leadership tomorrow.

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$45.00

Cost and Time

Cost and Time Report

Efficiency is the most basic staffing metric. How good is yours? This new report provides all the benchmarks you need to find out.

  • The most definitive staffing efficiency report on the market (14th edition)
  • Best practice stats by industry, company size, job level, and number of hires
  • Essential data for reporting to management, evaluating performance, and planning
  • How to achieve the right efficiency for your specific organization
  • How to reconcile efficiency with other priorities 

Learn More >

$45.00

Candidate Attitudes and Behaviors

Candidate Attitudes and Behaviors

Today’s job candidates are better informed, choosier, more opportunistic and critical, more mobile, and more self-protective than prior generations. Within six months of hire, 70% are already considering their next move, an attitude that has relatively little to do with economic conditions and a great deal to do with frayed social contracts and the most transparent job market that has ever existed.

Although most staffing departments are aware of this, the range of adaptive behavior varies greatly. Some companies are attracting more attractive candidate than they need while others, in the same geography, struggle to fill vacancies. Top quartile companies keep their first year hires 90% of the time, others only 40-50%.

This research report examines

  • How and why the job market has fundamentally changed (for all candidates at all job levels)
  • How those changes have leveled the playing field for job seekers
  • How they are using their new power to select employers
  • Why traditional recruiting turns them off
  • How to use this knowledge to significantly improve recruiting efficiency and effectiveness

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$45.00

Recruiter Workload

Recruiter Workload Report

“Is there a rational and fair way to assign the correct requisition load to every recruiter regardless of their assignments?” The results of our surveys confirm that is a more open question that one might suspect. Research covering more than a decade reveals requisition workloads ranging from 5 per person to more than 100. However, we have been able to establish benchmarks for exempt, non-exempt, professional and executive hires, and even more important, create a methodology that accounts for the 23 variables that can affect those numbers.

This report will allow you to

  • Increase staff productivity and stability
  • Improve morale and turnover
  • Improve new hire quality
  • Protect your top producers from competitors
  • Attract competitors’ top producers
  • Use variables to adjust workloads

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$45.00

Sourcing and Marketing

Sourcing and Marketing Report

As the 21st century Internet job market has expanded and fragmented, traditional sourcing and job advertising techniques have become increasingly inefficient. To boost performance, top recruiters have turned to powerful, proven marketing tools and techniques developed by business-to-consumer and business-to-business marketers.

These data and research based, analytical procedures focus on developing and nurturing brand equity and have dramatically improved cost and time results as well as candidate quality and fit.

  • How this evolution occurred and why
  • What the new tools are and how to use them
  • How to make the top of your recruiting funnel at least twice as efficient
  • How to reassign your best staff to the highest value recruiting activities
  • How to build a competitive, lasting job market brand that lowers costs and increases candidate quality, even if your budget is modest

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$45.00

Strategic Outsourcing

Strategic Outsourcing Report

Traditional recruitment outsourcing is overwhelmingly tactical and cost driven, providing employers with little strategic business advantage. Its replacement, strategic outsourcing, is one of the most powerful aspects of the 21st century staffing model that allows internal staffing personnel refocus on activities with greater business impact.

  • The Evolving Staffing Ecosystem – Why outsourcing is an increasingly powerful factor in improving staffing performance
  • How tactical outsourcing limits the business potential of a staffing organization
  • Strategic Outsourcing and its potential

Learn More >

$45.00

 
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