A few weeks ago I presented a survey to compare how things are looking in the staffing world today in 2004 versus how they have looked in our last two surveys conducted in 2002 and 2003. What emerges is a picture of a landscape that is changing rapidly here in the United States. To view the results of this survey with analysis and commentary, just visit www.glresources.com. (In order to read the survey, you will need to download Adobe Acrobat if you don’t already have it.) Here is a thumbnail sketch and some highlights of what we found in the survey. First of all, recruiting seems to be more active and robust than it has been for the past two years. The number of you responding has increased from slightly more than 160 last year to 235 this year. This most likely means that readership of ERE has increased and that there are more of you once again employed as recruiters. At least we hope that’s what this means. The areas you are focused on correlate very nicely with U.S. government data about where job growth and expansion are occurring. This includes technical and professional services, financial services, and healthcare, followed by the information and entertainment industries. More important than that, though, is the improvement in the job picture that you paint. The average staff sizes you reported have increased, and the number of requisitions per recruiter has also gone up. More of you are turning to external recruiting firms or outsourcing groups to ease your growing recruiting load. There was a significant swing down in the number of you who say you never use outsourcing, and there was a corresponding increase in the use, at least when need arises, of these services. While talent pools were hot in the past two surveys, they seem to be less so in this latest one. I’m not sure why, but even though we provided a consistent definition of what a talent pool is in each survey, the number of organizations reporting significant use of them has gone down, as has the number and amount of time used in candidate communication. This troubles me a great deal, since relationship building is in my opinion a key ingredient to successful recruiting. Quality of hire and hiring manager satisfaction remain your top two most important metrics. In future surveys I hope to probe into how you define quality of hire and how you determine hiring manager satisfaction. The top two critical issues your recruiting functions face have remained the same over the past three years, but the percentages of you reporting them as critical has increased significantly: It’s clear that you are all finding it more difficult to recruit skilled talent and are more concerned with retention than ever before. There are many more highlights and interesting facts that emerged, and I urge you to take the opportunity to get the free copy of the survey results and see the actual numbers. Thanks again for your participation, and I hope you find this survey of some use. If you have any comments, please send them to me at email@example.com.
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