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Basic Research Membership

One year membership:
  • Research Updates 
    In depth reviews of the most authoritative and useful current research on
    corporate staffing
  • Full access to every article in our Research Library
There’s plenty of good research available related to every facet of corporate staffing, from recruiting to retention. There are two problems accessing it: first, it’s scattered among more than 100 sources, many of which don’t rank highly in topical Google searches; and second, quality varies widely: from short, vendor-sponsored ebooks, to sophisticated, in depth studies by major research organizations.

Our job is to locate this material, select the best, summarize it, categorize it, and make it available to members. 
 
 
$75.00


Corporate Research Membership

One year membership:

  • Research Updates
    In depth reviews of the most authoritative and useful current research on corporate staffing
  • Full access to every article in our Research Library

  • Plus access to 9 Topical Reports covering all aspects of Corporate Recruiting

Those reports summarize research from the period 2007-2014 on the following issues, which research says have become crucial for top staffing performance:

  • Trends
  • Technology
  • Recruiting Effectiveness & Retention
  • Leadership and Business Impact
  • Recruiting: Cost and Time
  • Candidate Attitudes and Behaviors
  • Recruiter Workload
  • Sourcing and Marketing
  • Strategic Outsourcing

Learn More >

$150.00


Technology

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.

Learn More >

 

 

$45.00


Recruiting Effectiveness and Retention

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.

Learn More >

 

$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.

Learn More >

 

$45.00


Cost and Time

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

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

Learn More >

 

Candidate Attitudes and Behaviors

Look inside excerpt


 


$45.00


Recruiter Workload

“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

Learn More >

$45.00


Sourcing and Marketing

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

Learn More >

$45.00


Strategic Outsourcing

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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