Above all it is measurement focused. The old efficiency metrics are table stakes. Today companies can’t compete without also tracking marketing efficiency, candidate brand awareness, retention drivers, talent availability and ROI.  Our research shows that top quartile employers are now recruiting twice as effectively and efficiently as bottom quartile employers.

Why do you publish this report?
Because corporate staffing managers told us they wanted a practical guide for transitioning to the 21st century staffing model.

Why should I buy this particular report?
Because it’s unique. This is the only annual report that covers all the critical elements of recruiting success – recruiting efficiency, candidate marketing, candidate quality and staffing leadership.

Why do you publish this report each year?
Because the world of corporate recruiting is changing so fast.

Will I get my money’s worth?
Yes. Call us if you’re unsure. We’ll review your goals, objectives and reason for buying. Our reputation depends on selling useful products. 

CONTENTS
SECTION ONE - The Staffing Ecosystem

Chapter 1: FORCES AND DRIVERS
Understanding the currents that have created the complex world of 21st century staffing and where they are taking us.

Chapter 2: Trends: Updates from 2009 Research
How the economic turmoil of the past year has altered staffing’s ecosystem.

Chapter 3: The Dying 20th Century Staffing Model
Characteristics of the 20th and 21st century staffing models. Why the evolution is occurring and why the old model no longer works.

Chapter 4: Re-examining Staffing’s Roles and Responsibilities
Embracing business logic, measurement and metrics, and technology.

SECTION TWO - Efficiency

Chapter 5: TIME
The deficiencies of time-to-hire. New model vs. old model comparisons. Benchmarks by industry, company size, job level, geography and number of hires.

Chapter 6: COST
Benchmarks by industry, company size, geography and annual number of hires. Internal vs. external. Cost vs. quality. Recruiting cost ratio vs. cost per hire. Recruiting efficiency by industry.

Chapter 7: Structure
The evolution towards billable services, centers of excellence, flexible staffing models, outsourcing, centralized vs. distributed services.

Chapter 8: Process/Workflow
Measuring recruiting funnel ratios. CRM model alternatives. Supply chain thinking and metrics. Measuring optimum performance.

Chapter 9: Recruiter Workload
Measuring recruiter efficiencies. Comparing recruiter productivity vs. third parties.     End to end vs. specialized recruiting comparisons.

Chapter 10: TechnologyKey management issues. Accountability and control. Mastering systems and vendors. Making the business case for investment. Strategy and trends.

Chapter 11: Sourcing
Channel popularity and effectiveness. Increasing and decreasing channel use. Benchmarks by company size, industry and number of hires. Social media effectiveness and strategies.

SECTION THREE - Marketing

Chapter 12: Candidate Attitudes and Behaviors
New research on who is available, how they look, where they look, why they look and what they expect to find. Search patterns of active and passive candidates.Understanding the 21st century employer/employee social contract. Monetizing mobility and alternative forms of employment.

Chapter 13: Message Content and Delivery
Marketing: Marketing concepts and measurements. Posting jobs vs. marketing jobs.Branding: What it is, how it works and how to manage it. Key brand measurements. Key brand influencers. How brands affect candidates.Website: Why websites are key. Optimizing the candidate experience. Web metrics and measurements. The ultimate tracking device.

SECTION FOUR - Effectiveness

Chapter 14: Candidate Quality
Why it’s the most consequential core metric. Measurement problems. How, when and what to measure. The business impacts of quality. Benchmarks by industry, company size and number of annual hires. 

Chapter 15: Candidate Effectiveness
The most important financial metric. Defining hiring manager satisfaction. How, when and what to measure.

Chapter 16: Retention
What it really measures. Why it’s a key staffing metric. Turnover costs. Marketing impact.

SECTION FIVE - Business Relevance

Chapter 17: The Language of Business
How and why staffing and the business don’t communicate well. Key business definitions and metrics. Translating staffing language to business language.

Chapter 18: Business Perspective and Alignment
Defining alignment. Senior management concerns. The law of large numbers.Linking internal staffing metrics to external business metrics.

Chapter 19: 21st Century Staffing
20th century staffing leadership vs. 21st century staffing leadership. From tactical to strategic.Putting it all together: the environment, the model, the role, the competencies, and the new benefits.