Our most comprehensive research offering, providing trend and benchmark data, best practices and thought leadership insight on 21 topics within the 12 core domains of talent acquisition.

Efficiency, Effectiveness, Sourcing and Marketing and Business Impact

12 Month Program includes:

• 9 Individual Reports
  
• Corporate Recruiting Report - single volume guide to 21st century recruiting
• Weekly Research Update - news, trends, research
  
• Access to more than 200 published articlesin our library
  
• Data from over 100 proprietary and third party sources

If efficiency is a staffing management prerequisite, effectiveness—putting the best people in the right jobs—is where the money is. Besides making hiring managers happy, effectiveness provides several other powerful business benefits:

• Great hires usually outperform fair or even good hires, leading to gains in business metrics like sales, customer satisfaction, growth, market share and profits.
   
• Retention, when properly calculated, provides much greater savings than the usual cost-per-hire calculations would suggest.

Few staffing managers take advantage of the influence that results from knowing how to quantify effectiveness and communicate its bottom-line business benefits. Our research shows that once they learn how, they can wield outsized influence in their organizations.

Today’s job candidates are not yesterdays’. Thanks to the Internet, they 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. Employers who understand how these sentiments have affected candidate behavior, and have adapted their candidate sourcing, job marketing and candidate management accordingly, are outperforming competitors by large margins.

• How and why the job market has fundamentally changed (for all candidates at all job levels)
• How those changes have empowered candidates and changed their behavior
• 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.

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 2012 performance, and planning
  
• How to achieve the right efficiency for your specific organization
• How to reconcile efficiency with other priorities
  

This double report contains four times as much efficiency data and analysis as any of our previous, critically acclaimed reports.

This report answers one of the most persistent and vexing questions facing recruiting managers: “Is there a rational and fair way to assign the correct requisition load to every recruiter regardless of their assignment?” We researched workloads back to 2002 (they ranged from less than 5 to more than 100!), analyzed the data, and have been able to establish reliable benchmarks for exempt, non-exempt and executive hires, and even more important, create a methodology that accounts for the 23 variables that can affect these numbers.

This report will allow you to

• Increase staff productivity and stability
• Poach top recruiters from less informed competitors
• Counter complaints with facts
• Use variables to adjust workloads

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. According to our research, they have become the number one reason why the performance gap between recruiting leaders and laggards is widening.

This important research report will show you

• 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 quality, even if your budget is modest

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 resources to be refocused on activities with greater business impact.

• The Evolving Staffing Ecosystem
• Tactical Outsourcing
• Strategic Outsourcing

In the 20th century corporate staffing model, technology merely facilitated recruiting activities; in the 21st century model it controls them. Best practice has become impossible without it. Mastering today’s technology and anticipating tomorrow’s trends has therefore become a critical staffing management competency.  Yet too few leaders—we estimate fewer than 1 in 10— are technologically astute. Staffing’s tradition has been to “use” technology tools, but to let the IT and finance departments “own” them.

Outlines what ownership means and how to achieve it.

Provides a roadmap for managers who want better control of, and better performance from, their mission-critical tools.

Explains technology’s evolution and current state, its operational and business benefits, how to become an expert advocate, and why ownership must be a top-five priority for any organization aspiring to staffing excellence.

Written in non-technical language, with dozens of illustrations and templates.

One cannot manage effectively in today’s rapidly evolving staffing ecosystem without a working knowledge of the trends that are shaping it. They are the currents and tides on which all staffing boats float and and there are 13 of them. Unless managers know which direction each is flowing the only way they’ll be able to anchor in the right harbor at the end of the day is by pure luck.

This research report lays the foundation of all our other reports by explaining...

We live today in the most complex staffing environment that has ever existed. Globalization, demographics and technology have conspired to upend the traditional work of finding, hiring and retaining employees. Our research over more than a decade has documented this story by tracking changes in staffing performance and best practices.

Only a few years ago all enterprise staffing departments worked in similar ways. Recruiters could move from one firm to another with little friction. Today that is no longer true. Performance differences approaching 100% reflect very different ways of doing that job.

Profound changes in the staffing ecosystem have created the need for a new enterprise staffing model, a contemporary, 21s century model more appropriate to the times than the 20th century model that has dominated corporate recruiting for the past half century. The cornerstones of the new model are efficiency, effectiveness, marketing and business impact. Our research tells us that only one of these topics is familiar to most of today’s staffing managers.

This summary report of our 2011-2012 research series describes the challenges faced by the corporate talent acquisition profession today and provides the blueprint for staffing leadership tomorrow.

*Become an Enterprise Research Member ► all individual reports included.

A comprehensive staffing operations guide designed specifically to help corporate recruiters, HR managers and hiring managers increase efficiency and much more... Includes cost-saving best practices, technology resources, recruiting metrics, staffing trends research.

Focuses on the issues most important to smaller enterprises – the core benchmarks of cost, time, quality, satisfaction, recruiter workload and retention – while also providing perspective on where the staffing profession is today and how it is changing.

Also included are important chapters on business language and communication, topics that are key to making the contributions of Staffing relevant to top management.